1.1 Organisation History 1.2 Core Business 1.3 Mission 1.4 Vision 1.5 Objectives 1.6 Organisation Structure at Headquarters 1.7 Organisation Structure at Power Stations 1.8 Organisation Structure at Power Projects 1.9 Directorate of Human Resource 1.10 Present Operating Capacity 1.11 Capacity addition 1.12 Upcoming Projects
CHAPTER - 2 GENERAL CONDITIONS OF SERVICE
2.1 Classification of Posts 2.2 Medical Examination on appointment 2.3 Probation and Confirmation 2.4 Periods and hours of work and holidays 2.5 Entry, Exit and Search 2.6 Transfer of employees
CHAPTER - 3 PAY & ALLOWANCES
3.1 Standard designations and scales of pay 3.2 Fixation of Pay 3.3 Annual Increment 3.4 Stagnation 3.5 Additional Increments to Scientific Officers/Engineers/Technical Officers 3.6 Additional increments to Executives/Stipendiary Trainees on successful completion of training 3.7 Dearness Allowance 3.8 House Rent Allowance 3.9 City Conveyance Allowance 3.10 Site Location Allowance - 2 - 3.11 Washing Allowance 3.12 Cash Handling Allowance to Cashiers 3.13 Non-practising Allowance 3.14 Special Allowance for Scientific Officers / Engineers in SO/H+ 3.15 Night Duty Allowance 3.16 Update Allowance 3.17 Patient Care Allowance 3.18 Allowances for Nursing personnel 3.19 Charge Holding Allowance
CHAPTER - 4 EMPLOYEE BENEFITS & FACILITIES
4.1 Medical Facilities 4.2 Leave Rules 4.3 Leave Encashment 4.4 Leave Travel Concession (LTC) 4.5 Encashment of LTC 4.6 Encashment of leave along with LTC 4.7 Sponsorship for Higher Education 4.8 Membership in Professional Institutions 4.9 Children Education Assistance (CEA) 4.10 Scholarship to the Children of Employees 4.11 Forwarding of Application for Employment 4.12 Reimbursement of Cable TV Expenditure 4.13 Reimbursement of Canteen Subsidy 4.14 Residential Accommodation / Townships 4.15 Leased Accommodation 4.16 Free Units of Electricity 4.17 Reimbursement of charges to NPCIL HQ employees for consumption of electricity for domestic use 4.18 Uniforms / Workwears 4.19 Reimbursement of Cost of Newspapers & Periodicals
CHAPTER - 5 LOANS AND ADVANCES
5.1 Interest Free Advances 5.2 Interest Bearing Advances 5.3 House Building Advance
CHAPTER - 6 TRAVELLING ALLOWANCE & JOINING TIME
6.1 Travelling Allowance on Tour 6.2 Joining Time 6.3 Travelling Allowance on Transfer 6.4 Travelling Allowance on Retirement 6.5 Travelling Allowance on referral for Medical Treatment - 3 - CHAPTER - 7 INCENTIVES & AWARDS
7.1 Cash Award for Acquiring Higher Qualification 7.2 Incentive for Adoption of Small Family Norms 7.3 Performance Linked Incentive Schemes (PLIS) 7.4 Qualification Incentive Allowance 7.5 Awards
CHAPTER - 8 CAREER GROWTH AND PROGRESSION
8.1 Scientific and Technical employees 8.2 Non Technical employees
CHAPTER - 9 STATUTORY BENEFITS AND SOCIAL SECURITY SCHEMES
9.1 Provident Fund Scheme 9.2 Deposit Linked Provident Fund Insurance Scheme 9.3 Gratuity Scheme 9.4 Group Savings Linked Insurance Scheme 9.5 DAE Employees Family Relief Scheme 9.6 House Building Advance Insurance Scheme 9.7 Payment of Ex-gratia in deserving cases to Families of Employees who Die While in Service and missing employees.
CHAPTER - 10 NPCIL (CONDUCT) RULES, 1994
10.1 Scope of Service 10.2 Basic Rules of Conduct 10.3 Do's and Don'ts under the Conduct Rules
CHAPTER - 11 VIGILANCE
CHAPTER - 12 SEVERANCE
12.1 Retirement on attaining the age of superannuation 12.2 Resignation 12.3 Premature Retirement Scheme
CHAPTER 13 INTEGRATED BUSINESS APPLICATION (IBA)
CHAPTER 14 MISCELLANEOUS
14.1 NOC for Passport 14.2 Permission for visiting foreign countries 14.3 Procedure for Change of Name - 4 -
11
PREFACE
HR Policy Group brings out a fresh edition of NPCIL HR Hand book every year in the month of July-August when new talent is inducted for training ever since the first edition was brought out in September 2006. The Hand book covers topics such as Organisational Structure, Employee Compensation, Perks, Privileges and fringe benefits, Career Progression, Social Welfare schemes, Integrated Business Application (IBA) etc.
The present edition comes to you with updated information on the topics covered in the Handbook besides inclusion of certain additional topics like PLIS, NPCIL Leave Rules etc., which will be immensely useful to the employees in getting brief idea on these topics.
It is reiterated that the matters presented here are in brief and meant to give the employees first hand information on the relevant provisions and is not meant for authoritative quotation for claiming or processing their entitlements. For accurate and specific reference, the concerned Scheme/HQI may have to be referred.
Suggestions for improving the Handbook are most welcome.
Corporate HR Policies Group Directorate of Human Resource
- 5 - CHAPTER 1
KNOW YOUR ORGANISATION
1.1 Organisation History
The Atomic Energy Act was enacted in the year 1948 with the objective of providing for the development, control and use of atomic energy for the welfare of the people of India and for other peaceful purposes. In pursuance of the Act, the Atomic Energy Commission was set up in August 1948. The Atomic Energy Commission was entrusted with the responsibility of policy making in the matter of atomic energy. It was later decided that a separate Department, with full powers of a Ministry of the Government of India, should be set up entrusting it with the responsibility of development of atomic energy for peaceful purposes. Thus, the Department of Atomic Energy (DAE) came into existence in August 1954 under the direct charge of the Prime Minister.
The Atomic Energy Commission was reconstituted in 1958 with full executive and financial powers. The major functions and activities of the DAE are Nuclear Power Programme, Research and Development, Industrial and Mineral Sector Development, Regulation and Safety and the management of the Public Sector Undertakings set up under DAE.
The responsibility for implementation of the Nuclear Power Programme was entrusted to the erstwhile Power Projects Engineering Division (PPED), which was later converted into the Nuclear Power Board (NPB) and now, the Nuclear Power Corporation of India Limited (NPCIL).
NPCIL was incorporated as a public limited company wholly owned by the Government of India, under the Companies Act 1956 and commenced its business with effect from September 17, 1987.
The Company is managed by the Board of Directors. In forming the Company in 1987, all the assets (with the exception of RAPS- 1) of NPB were transferred to NPCIL with 50 per cent of the value of the assets being treated as equity and the remaining as loan in perpetuity from the Government. RAPS-1, being the first Pressurised Heavy Water Reactor, was retained by the Government of India and this unit is being managed by NPCIL on behalf of DAE.
The composition of the NPCIL Board of Directors is broad based. It includes representatives from BARC, Central Electricity - 6 - Authority, Planning Commission, Ministry of Power, Ministry of Environment and Forests etc. for effective interfacing with the Power Sector as a whole in the country and also R&D sector of DAE.
The Registered Office of the Company is at 16 th Floor, Centre 1, World Trade Centre, Cuffe Parade; Mumbai 400 005 and its Corporate Office is at Nabhikiya Urja Bhavan and Vikram Sarabhai Bhavan, Anushaktinagar, Mumbai 400 094. The authorised share capital of the company is ` 15000 Crores and paid up share capital is ` 10145 Crores. Total assets of the Company are of ` 41,894 Crores and Net Worth ` 22162 Crores as on 31.03.2011.
After formation of the Company, a massive programme of setting up Nuclear Power Reactors was launched. A focussed approach was adopted to have all-round improvement in operations and maintenance, safety, finance, etc. which will also generate internal surplus besides establishing the viability of nuclear power as a long term strategy. NPCIL has gained significant experience in setting up PHWRs and operating them. This technology has achieved a state of maturity. With a view to achieve faster capacity addition, widening the options and to be able to access external funds, it was decided to launch 2 x 1000 MWe Units in co-operation with the Russian Federation. This project is under construction at Kundankulam, Tamil Nadu. With the commissioning of RAPS 6, number of nuclear power reactors in commercial operation in the country, has increased to nineteen (19) with a total installed capacity 4560 MWe. With nineteen reactors, India has joined group of the USA, France, Japan, Russian Federation, Republic of Korea and United Kingdom in terms of number of reactors in operation. Out of total capacity of 4560 MWe, 1180 MWe capacity from six reactors (units 1 to 6) is at single site at Rawatbhata, Rajasthan.
DAEs Vision 2020 envisages setting up 20000 MWe installed capacity by the year 2020. However, the current thinking is to have a far higher installed capacity by that date in the wake of the increased international co-operation for accelerating the nuclear power programme of the country. There are, thus, great opportunities unfolding before the Company.
1.2 Core Business
The Core Business of NPCIL is power generation through nuclear technology at its nuclear power reactors located across India. The power is fed into the regional grids and is shared by various States as per the allocation done by the Ministry of Power, Government of India and agreement with beneficiary States. - 7 -
1.3 Mission
To develop Nuclear Power Technology and produce in a self- reliant manner nuclear power as a safe, environmentally benign and economically viable source of electrical energy to meet the growing electricity needs of the country.
1.4 Vision
To set up 20000 MWe Nuclear Power capacity by the year 2020.
1.5 Objectives
To optimise power generation and profitability from nuclear power stations in operation with a motto of achieving excellence in safety first and production next, commensurate with the organisational goal.
To increase nuclear power generation capacity in the country consistent with available resources in a self reliant, safe, economical and rapid manner in keeping with the growth of energy demand in the country.
To continue and strengthen Quality Assurance (QA) activities relating to nuclear power programme, within the organisation and those associated with it.
To develop technical personnel at all levels through an appropriate Human Resource Development (HRD) programme in the organisation with a view to further improving the skills and performance consistent with the high technology operation.
To continue and strengthen the environmental protection measures relating to nuclear power generation.
To continue and strengthen the Public Awareness Programmes for enhancing and improving the public perception of Nuclear Power in the country.
To share appropriate technological skills and expertise at national and international levels.
To explore and promote participation of Indian Industry, State Electricity Board and other Public Sector Undertakings in the Nuclear Power capacity addition programme by forming Joint Venture Projects.
- 8 - To coordinate and endeavour to keep the sustained association with R&D units, Fuel and Heavy Water Units for supplementing these inputs on continuous basis.
1.6 Organisation Structure at Headquarters
Chairman and Managing Director is the Chief Executive of the Company. Director (Technical), Director (Finance), Director (Projects), Director (Operations) and Director (Human Resource) represent the Company in the Board of Directors among the other part time Directors appointed by the Government.
Directors, Senior Executive Directors and/or Executive Directors head the various corporate functional directorates at Headquarters. Major corporate functional directorates are Technical, Engineering, Projects, Operations, Human Resource, Finance, Contracts and Materials Management, Procurement, Quality Assurance, Research and Development, Knowledge Management, Safety, Corporate Services, Corporate Planning, Rehabilitation & Resettlement and Vigilance.
1.7 Organisation Structure at Power Stations
Site Executive Director (More than three twin units) Site Director (Two to three twin units)
Other functional Heads reporting to Unit Head Human Resource Finance and Accounts Contracts and Materials Management Medical Superintendent
1.8 Organisation Structure at Power Projects
A Power Project is normally headed by a Project Director. The Project Director is assisted by a Chief Construction Engineer. Chief Engineers or Additional Chief Engineers head the various functional Groups like Civil, Mechanical, Electrical, Erection, etc. In the advanced construction stage, the Operation and Maintenance (O&M) organisation is also set up in parallel, for ensuring smooth transition from the construction phase to the commissioning phase and then to the O&M phase. The Human - 9 - Resource, Finance and Contracts and Materials Management Groups are headed by officers at the level of Additional General Manager or Deputy General Manager in Projects.
1.9 Directorate of Human Resource
The Directorate of Human Resource is headed by the Director (Human Resource), who advises CMD and the top management on all Human Resource matters. The Director (Human Resource) is aided and assisted by different functional groups at Headquarters and Human Resource groups at the Units.
The Corporate objectives of the Directorate of Human Resource are -
Acquire the right personnel in terms of qualification, skill, etc.
Develop such personnel by way of training to improve and sharpen their capabilities and motivate them to perform various functions efficiently and effectively and improve productivity
Evolve and nurture a suitable participative style of management to create harmonious working relationship.
Objectively evaluate the performance of the employees and facilitate their career development.
Develop an organisational culture in which teamwork is effective.
Create a sense of belongingness among the employees to give an impetus towards organisational effectiveness and organisational goals.
1.10 Present Operating Capacity
The present operating capacity of the Company is 4560 MWe with 19 reactors in operation as detailed below : - 10 -
1.11 Capacity Addition
The following projects are under different stages of construction adding to the generation capacity of the Company by 4800 MWe.
Name of the Project Location Units Capacity Kudankulam Nuclear Power Project Kudankulam Tamil Nadu Unit 1 1000 MWe Unit 2 1000 MWe Kakrapar Atomic Power Project Kakrapar Gujarat Unit 3 700 MWe Unit 4 700 MWe
Rajasthan Atomic Power Project
Rawatbhata Unit 7 700 MWe Rajasthan Unit 8 700 MWe
Name of the Station Location Units First Criticality date Commerci al Operation Date Installed /Re-rated capacity Tarapur Atomic Power Station Tarapur Maharashtra Unit 1 01.02.1969 28.10.1969 160 MWe Unit 2 28.02.1969 28.10.1969 160 MWe Rajasthan Atomic Power Station Rawatbhata Rajasthan Unit 1 11.08.1972 16.12.1973 100 MWe Unit 2 08.10.1980 01.04.1981 200 MWe Unit 3 24.12.1999 01.06.2000 220 MWe Unit 4 03.11.2000 23.12.2000 220 MWe Unit 5 24.11.2009 04.02.2010 220 MWe Unit 6 23.01.2010 31.03.2010 220 MWe Madras Atomic Power Station Kalpakkam Tamil Nadu Unit 1 02.07.1983 27.01.1984 220 MWe Unit 2 12.08.1985 21.03.1986 220 MWe Narora Atomic Power Station Narora, Uttar Pradesh Unit 1 12.03.1989 01.01.1991 220 MWe Unit 2 24.10.1991 01.07.1992 220 MWe Kakrapar Atomic Power Station Kakrapar Gujarat Unit 1 03.09.1992 06.05.1993 220 MWe Unit 2 08.01.1995 01.09.1995 220 MWe Kaiga Generating Station Kaiga Karnataka Unit 1 26.09.2000 16.11.2000 220 MWe Unit 2 24.09.1999 16.03.2000 220 MWe Unit 3 26.02.2007 06.05.2007 220 MWe Unit 4 27.11.2010 20.01.2011 220 MWe Tarapur Atomic Power Station Tarapur Maharashtra Unit 4 05.03.2005 12.09.2005 540 MWe Unit 3 21.05.2006 18.08.2006 540 MWe - 11 - 1.12 Upcoming Projects
Name of the New Projects/ New Sites Location New Projects Jaitapur Nuclear Power Project Jaitapur Maharashtra KKNPP 3&4 Kudankulam, Tamil Nadu New Sites Andhra Pradesh Kovvada Gujarat Chhaya-Mithi Virdi Haryana Kumharta Madhya Pradesh Bargi West Bengal Haripur - 12 - CHAPTER 2
GENERAL CONDITIONS OF SERVICE
2.1 Classification of posts
Posts in the Company have been classified into three Groups, as below:-
S N Classification Pay Scale/ Pay Band covered (`) Grade Pay (`) 1 Group A 80000 Nil 75500-80000 67000-79000 37400-67000 10000, 8900, 8700 15600-39100 7600, 6600, 5400 2 Group B 9300-34800 5400, 4800, 4600, 4200 3 Group C 5200-20200 2800, 2400, 2000, 1900, 1800
All Group `D employees are upgraded to Group `C scales subsequent to 6 th CPC revision of scales of pay.
2.2 Medical examination on appointment
Appointment to any post in the Company is subject to the candidate being found medically fit. The candidates selected for appointment in the Company will, therefore, have to undergo medical examination by designated Medical Authorities.
2.3 Probation and confirmation
Directly recruited Company employees will be placed on probation for a period of one year. Probation will be closed, if the conduct and performance of the employee is found to be satisfactory during the period of probation and subject to receipt of satisfactory Character and Antecedents Verification report from the Police and IB failing which probation will be extended or services will be terminated.
2.4 Periods and hours of work and holidays
Periods and hours of work will be fixed by the Management, taking into consideration the functional requirements, subject to statutory provisions and directives.
- 13 - The employees in Headquarters are required to work for 8 hours a day, with half an hour lunch break, for five days a week. The employees in the Projects and Stations are required to work for 8 hours a day, with half an hour lunch break, for six days a week. Second Saturdays will, however, be holidays for the employees in Projects and Stations.
Employees may be required to work in shifts, as may be decided by the Management from time to time.
Holidays to be observed are notified separately for Headquarters and each Site/Station/Project.
2.5 Entry, exit and search
Entry to and exit from the Company premises is regulated by Time Attendance Management System and in accordance with the security requirements of the concerned Units/offices. Employees are required to comply with these regulations strictly.
Employees are also liable to be searched/frisked while entering or leaving the Company premises or while in the premises, in accordance with the security requirements.
2.6 Transfer of employees
Company employees are liable for transfer from one office to the other or from one Unit to the other or from one location to the other, depending upon the organisational requirements. Transfers and movements of employees within the organisation also provide opportunities for the employees to gain wider exposure and experience leading to their growth and development. Employees transferred in the interest of the Company will be eligible for joining time and transfer TA, as per the Company rules.
- 14 - CHAPTER 3
PAY & ALLOWANCES
3.1 Standard designations and scales of pay
All scales of pay are Central Government pay scales, notified under CCS Revised (Pay) Rules, 2008, as amended from time to time.
(A) Scientific Posts
Grade Pay Scales/Pay Band (`) Grade Pay Chairman and Managing Director Apex Scale 80000 Nil Distinguished Scientist HAG + Scale 75500-80000 (Annual increment @ 3%) Nil Outstanding Scientist HAG Scale 67000-79000 (Annual increment @ 3%) Nil Scientific Officer/Engineer H+ PB 4 37400-67000 10000 + Special Pay ` 4000 Scientific Officer/Engineer H PB 4 37400-67000 10000 Scientific Officer/Engineer G PB 4 37400-67000 8900 Scientific Officer/Engineer F PB 4 37400-67000 8700 Scientific Officer/Engineer E Technical Officer 'E' PB 3 15600-39100 7600 Scientific Officer/Engineer D Technical Officer 'D' PB 3 15600-39100 6600 Scientific Officer/Engineer C Technical Officer 'C' PB 3 15600-39100 5400 Scientific Officer/Engineer SB Technical Officer 'B' PB 2 9300-34800 4800 The pay scales mentioned above for Scientific Officers/Engineers are also applicable to Medical Officers in equivalent grades
Grade Pay Band (`) Grade Pay ASO Gr IV PB 2 9300-34800 5400 ASO Gr III PB 2 9300-34800 4800 ASO Gr II PB 2 9300-34800 4600 Spl Gr. Driver, Sr.CA, ASO Gr. I PB 2 9300-34800 4200 Dvr Gr. III, Sr Attendant/B, Sr Hospital Attendant/B PB 1 5200-20200 2800 - 17 - Dvr Gr.II, Halwai(Ck) Gr.C, Sr CA, Sr Attendant/A, Sr Hospital Attendant/A PB 1 5200-20200 2400 JCA/B, Halwai (Cook) Gr. B, Attendant/C, Hospital Attendant/C PB 1 5200-20200 2000 Driver Gr. I, Helper/E, JCA/A, Halwai (Cook) Gr. A, Wman/E, Attendant/B, Hospital Attendant/B PB 1 5200-20200 1900 Canteen Attendant/A/B/C, Watchman/A/B/C/D, Attendant/A, Hospital Attendant/A PB 1 5200-20200 1800
Fixation of pay on promotion will be done in the following manner:
(a) One increment equal to 3% of the sum of the pay in the pay band and existing grade pay will be computed and rounded off to the next multiple of 10. - 18 - This will be added to the existing pay in the pay band. The grade pay corresponding to the promoted post will thereafter be granted in addition to the pay in the pay band.
(b) In cases, where promotion involves change in the pay band also, the pay will be fixed as at (a) above. However, if the pay in the pay band after adding the increment is less than the minimum of the higher pay band to which promotion is taking place pay in the pay band will be stepped up to such minimum.
(c) In case of promotion from PB 4 to HAG after adding one increment in the manner @ 3% of sum of the pay in the pay band and grade pay applicable rounded off to next multiple of 10, the pay in the pay band and existing grade pay will be added and the resultant figure will become the basic pay in HAG +. This shall not exceed ` 80000, the maximum of the scale. For Medical Officers in receipt of NPA (Non Practising Allowance), Pay + NPA shall not exceed ` 85000.
The employees on promotion shall have an option for fixation of their pay either from the date of promotion or from the date of accrual of increment. The options for pay fixation on promotion can be exercised online through IBA.
3.3 Annual increment
General Principles
(a) On initial appointment, the first increment will be granted on completion of minimum 6 months and above service as on 1 st July of the year. However, the grant of such increment will be subject to satisfactory completion of probation period.
(b) Annual Increment in all cases is drawn on 1 st July every year except where it is specifically ordered otherwise.
(c) Extraordinary leave without medical certificate and dies-non period will not count for increment.
(d) Increments could be withheld as a measure of penalty either with cumulative effect or without cumulative effect.
- 19 - 3.4 Stagnation
If an employee reaches maximum of the pay band, he/she shall be placed in the next higher pay band after one year of reaching the maximum. At the time of placement in higher pay band, benefit of one increment will be provided. Thereafter, the employee continues to move in the higher pay band till his pay in the pay band reaches the maximum of Pay Band 4, after which no further increments will be granted.
3.5 Additional increments to Scientific officers/Engineers /Technical Officers
Additional incentive in the form of two increments is allowed to Scientific Officers/Engineers/Technical Officers in the grades from D to G w.e.f 01.01.2006 as under :
S N Grade Amount of incentive admissible (`) 1 SO/Engineer/TO D 1520 2 SO/Engineer/TO E 1770 3 SO/Engineer/TO F 2770 4 SO/Engineer/TO G 2950
These two increments are not to be merged with basic pay and will not be taken into consideration for pay fixation.
3.6 Additional increments to Executive/Stipendiary Trainees on successful completion of training
As per the present policy, Executive Trainees are sanctioned up to a maximum of three additional increments on their absorption as SO/C on successful completion of training. The actual number of additional increments would be based on the performance of the trainees during training. Better the performance, higher the number of increments.
A similar provision exists for Stipendiary Trainees (Scientific Assistants and Technicians).
3.7 Dearness Allowance
DA is revised twice a year, payable from 1 st January and 1 st July. At present DA rate is 51% of basic pay (pay in the pay band + Grade Pay + NPA) with effect from 1 st January 2011.
3.8 House Rent Allowance (HRA)
HRA is payable if Government/Company accommodation is not occupied by the employee or spouse. HRA is not admissible if the - 20 - employee is residing in accommodation allotted to his/her parents, son/daughter by the Central/State Government, Autonomous bodies, PSUs or Semi-Government organisations.
Classification* of Cities/Towns Rate of HRA as a % of Basic Pay + NPA, where applicable X 30% Y 20% Z 10%
*As classified by Government of India for HRA purpose from time to time.
3.9 City Conveyance Allowance
City Conveyance Allowance is payable to employees borne on the rolls of NPCIL Headquarters at following rates:
Category Amount of City Conveyance Allowance (per month) Employees not provided with Company transport facility Employees provided with Company transport facility Officers in the rank of EDs and above (who are entitled for independent vehicles) -- ` 3300 Employees drawing grade pay of ` 5400 and above (excluding EDs and above) ` 4500 ` 2100 Employees drawing grade pay of ` 4200, ` 4600 and ` 4800 and those drawing Grade Pay below ` 4200 but drawing pay in the pay band equal to ` 7440 & above ` 2500 ` 1300 Employees drawing grade pay below ` 4200 ` 1050 ` 570
Site Conveyance Allowance
Site Conveyance Allowance is payable to employees borne on the rolls of NPCIL Sites/Stations/Projects at the following rates:
- 21 - Category Amount of Site Conveyance Allowance Employees not provided with Company transport facility Employees provided with Company transport facility Officers in the rank of Chief Superintendent, Chief Construction Engineers, Station Directors, Project Directors and Site Directors -- ` 2800
Employees drawing grade pay of ` 5400 and above (excluding officers who are entitled for independent vehicles) ` 4000
` 1600
Employees drawing grade pay of ` 4200, ` 4600 and ` 4800 and those drawing Grade Pay below ` 4200 but drawing pay in the pay band equal to ` 7440 & above ` 2000
` 800
Employees drawing grade pay below ` 4200 ` 800
` 320
General conditions :
The City/Site Conveyance Allowance shall not be paid during EOL, Unauthorised Absence/Dies-non and suspension.
Blind or orthopaedically handicapped employees who are not provided with transport shall be paid the allowance at double the normal rate (the rate at which the allowance is payable for the employees not availing transport). Where, however, Company transport is provided, the allowance to such employees shall be paid at the normal rate at par with other employees.
3.10 Site Location Allowance
Site Location Allowance is payable @ 10% of Basic Pay + NPA to all the NPCIL employees borne on the rolls of the Construction Projects, Operating Stations and New Sites.
3.11 Washing allowance
With effect from 01.12.2008 washing allowance is payable to eligible employees who have been provided work wears/uniforms, @ ` 130/- per month.
- 22 - 3.12 Cash Handling Allowance to Cashiers
Asst. Grade 1, who are required to perform the duties of Cashier are eligible to draw the cash handling allowance at the following rates with effect from 01.09.2008 :
Amount of average monthly cash disbursed Rate per month Up to ` 50,000 150 Over ` 50,000 and up to ` 2,00,000 300 Over ` 2,00,000 and up to ` 5,00,000 400 Over ` 5,00,000 and up to ` 10,00,000 500 Over ` 10,00,000 600
3.13 Non-practising Allowance (NPA)
Medical officers of the Company are paid NPA @ 25% of Basic Pay (Pay in the Pay Band + Grade Pay) subject to the condition that Basic Pay plus NPA does not exceed ` 85000 p.m.
3.14 Special allowance for Scientific Officers/Engineers in the grade of SO/H+
A special allowance of ` 4000/- per month is allowed to Scientific Officers/Engineers in SO/H+ grade in the scale of pay of ` 37400- 67000 with ` 10000 as Grade Pay, in lieu of a separate higher pay scale. This allowance is to be continued till the officers are promoted to the grade of Outstanding Scientist.
3.15 Night Duty Allowance
Night duty allowance is given to the employees drawing pay up to ` 6800/- p.m. (pre-revised) who perform duties between 2200 hrs and 0600 hrs.
Rate per hour is calculated on the basis of Pay & DA appropriate to the pre-revised pay at the relevant point. In the case of employees who joined Company service after 01.01.1996, notional pay in the pre-revised scale of pay will be considered.
3.16 Update Allowance
The Allowance is granted with the objective of helping the employees to keep themselves updated in the field of nuclear sciences and technology and related fields and widen their horizon. The current rates are as given below :
- 23 - S N Category Pay Band Grade Pay ` Amount in Rupees per annum (`) 1 All Scientists/ Engineers Apex scale HAG + scale, HAG scale Nil 30000 SO/H + 37400-67000 10000 + (` 4000 SP) 2 All Scientists/ Engineers SO/F to SO/H 37400-67000 10000 8900 8700 20000 3 All Scientists/ Engineers/ Technical Officers (SO/C to SO/E) 15600-39100 7600 6600 5400 10000 4 All Scientific and Technical personnel below the grade of SO/C and all Non-Technical Officers and employees (irrespective of their pay scales). 5000
3.17 Patient Care Allowance
Employees in Group "C" (Non-Ministerial) working in Company Hospitals and involved in patient care duties excluding Nursing Staff and those who are receiving Night Duty Allowance are eligible for Patient Care Allowance @ ` 690/- per month.
3.18 Allowances for Nursing personnel
Nursing personnel working in the Hospitals / Institutions are eligible for the following allowances:
(a) Nursing Allowance @ ` 3200/- per month
(b) Uniform Allowance @ ` 500/- per month
(c) Washing Allowance @ ` 300/- per annum
3.19 Charge Holding Allowance
O&M personnel who are licensed and qualified and are given the charge of the main plant during round-the-clock shift of main plant as well as declared/ rostered shift duty of FHU will be eligible to receive Charge Holding Allowance. - 24 -
Employees in the FHU rostered shift shall be eligible for the Charge Holding Allowance only if they cover a minimum of Morning and Evening Shift in the cyclic order OR any two shifts continuously, if not the total shift of Morning, Evening and Night Shift duty.
The Allowance will be payable during leave, based on the leave salary drawn subject to deductions stipulated. The Allowance shall not be payable during suspension. In case an employee rostered for shift duty absents from the full cycle of 25 days in a month he will not be eligible for the Charge Holding Allowance.
An employee who is in receipt of the Charge Holding Allowance, in accordance with the provisions of HQI, will become ineligible for the Allowance, from the day he is taken out from round-the-clock shift duties.
The rate of Charge Holding Allowance payable is as follows:-
O&M Qualification category Charge Holding Allowance Level - I (Sr.SCE/SCE) ` 4,000/- pm Level - II (ASCE/ASCE(F)) ` 3,500/- pm Level - III (CE/CE(F)) ` 3,000/- pm
Level - IV (FO/FO(F)) ` 800/- pm (including Night Duty Allowance received under the extant orders) Level - V (SO/SO(F)) ` 200/- pm (excluding Night Duty Allowance received under the extant orders)
The following deductions are effected from the prescribed monthly amount of Charge Holding Allowance for the different levels where the concerned employees do not attend the prescribed/rostered night shift duties.
- 25 - O&M Qualification category Charge Holding Allowance (Per Month) Deduction to be effected per night shift duty not attended Level - I ` 4,000/- ` 400/- Level - II ` 3,500/- ` 350/- Level - III ` 3,000/- ` 300/-
In respect of non-Licensed positions, i.e. Level IV and Level V the above deductions are not applicable. In respect of the Fuel Handling Unit personnel, the above deduction is applicable to the rostered second shift not attended, in lieu of night shift.
- 26 - CHAPTER 4
EMPLOYEE BENEFITS & FACILITIES
4.1 Medical Facilities
Medical facilities to NPCIL employees and members of their families are provided under the Contributory Health Service Scheme (CHSS). Under the Scheme, fully fledged hospitals catering to employees and their family members function in Mumbai (run by BARC) as well as most other places where NPCIL Projects/Stations are located. For speciality/super speciality services, these hospitals have tie-ups with speciality/super speciality hospitals around the respective locations.
Family for the purpose of benefits under the Scheme includes, besides the employee, spouse, children (restricted to two) up to the age of 25 years. Beyond the age of 18 years, facility will not be available to children if they are gainfully employed. Gainfully employed means where the monthly income is more than ` 8000/-. Parents can also be included in the definition of Family provided they normally reside with the employee and their monthly recurring income does not exceed ` 8000/-. Parents of a married female employee would also be entitled to the benefits of the scheme if they continue to be wholly dependent and permanently reside with the female employee after her marriage. She will however, have an option to include either her parents or her parents-in law for the CHSS benefits. Such option once exercised is final.
Employees have to contribute 1% of their Basic Pay per month towards the Scheme.
Retired employees can also avail facilities under the Scheme on payment of annual contribution or life time contribution.
Facilities available under the Scheme include outpatient treatment and provision of medicines, hospitalisation, pathological, radiological and other diagnostic tests, specialist consultation and treatment, special facilities for treatment of acute or chronic diseases, maternity benefits, reimbursement of expenditure for obtaining treatment from outside in emergency, etc.
At present CHSS facilities are available in Mumbai, all Sites/Stations/Projects, Delhi, Kolkata, Chennai, Hyderabad, Secunderabad, Bengaluru, Baroda and Hazira. Wherever CHSS facilities are not available, medical facilities are provided under Central Services (Medical Attendance) Rules.
- 27 - NPCIL Contributory Medical (Retired Employees) Scheme, 2009 has also been introduced for the benefit of all retired employees of the Company with effect from 01.04.2009. This scheme is applicable to all retired employees who intend to settle/are settled beyond 16 Kms from CHSS/NPCIL Hospital. All such retired employees can choose their Authorised Medical Attendant (AMA), Hospital and Pathological Laboratory at the place of their settlement after retirement. The medical expenditure on this account will be limited to a sum fixed from time to time for outpatient treatment and indoor treatment separately.
4.2 Leave Rules
General Principles
Leave will be granted in the normal circumstances, as leave is necessary for rest and recuperation. However, leave cannot be claimed as a matter of right. When exigencies of service so require, Leave Sanctioning Authority may refuse any kind of leave or revoke sanctioned leave. However, the Leave Sanctioning Authority will not alter the kind of leave applied for except on the written request of the employee.
Conversion of one kind of leave into another kind may be permitted if such conversion is applied within 30 days of the expiry of the relevant spell of leave, subject to adjustment of leave salary.
Combination of different kinds of leave is permissible. However, Casual Leave, which is not recognised as leave, shall not be combined with any other kind of leave. However, Special Casual Leave may be combined with other kinds of leave.
Acceptance of employment while on leave is prohibited.
Holidays may be prefixed and/or suffixed to the leave.
An employee who has been granted leave on medical grounds should produce medical certificate of fitness before resuming duty.
Unless the Leave Sanctioning Authority extends the leave, an employee who remains absent after the end of leave shall not be entitled to leave salary for the period of such absence and that period shall be debited against his leave account as though it were Half Pay Leave to the extent such leave is due and the period in excess of such leave will be treated as Extraordinary Leave. - 28 -
Wilful absence from duty after the expiry of leave renders an employee liable for disciplinary action.
Entitlements as per NPCIL Leave Rules
Earned Leave: An employee is entitled for Earned Leave of 30 days in a year credited in advance @ 15 days each on 1 st
January and 1 st July. The advance credit is at the rate of 2 days for every complete calendar month available in the half year if the employee joins service after 1 st
January/1 st July. In case of cessation/retirement also, the leave is credited similarly. The credit will be reduced by 1/10 th of the period of EOL availed/dies-non ordered during the previous half-year, subject to a maximum of 15 days. Maximum permissible accumulation of Earned Leave is 300 days.
Where the EL at credit as on 31 st December or 30 th June is 300 days or less but more than 285 days, the advance credit of 15 days to be given on 1 st January or 1 st July will be kept separately and first adjusted against the leave availed during that half year and the balance, if any, credited to the leave account, ensuring that the total leave at the credit does not exceed 300 days.
Half Pay Leave: An employee is entitled for Half Pay Leave of 20 days in a year credited in advance @ 10 days each on 1 st January and 1 st July. The advance credit is at the rate of 5/3 days for every complete calendar month available in the half year if the employee joins service after 1 st
January/1 st July. In case of cessation/retirement also, the leave is credited similarly. The credit will be reduced by 1/18 th of the period of dies-non ordered during the previous half-year, subject to a maximum of 10 days. There is no ceiling for accumulation of HPL.
Commuted Leave: Commuted leave can be taken on medical grounds subject to production of medical certificate from prescribed medical authorities. When Commuted Leave is availed, twice the amount of the leave shall be debited against HPL due. HPL up to a maximum of 180 days may be commuted during the entire service without production of medical certificate where such leave is availed for pursuing an approved course of study.
Leave Not Due: Leave not due, subject to a maximum of 360 days during the entire service may be granted on medical certificate, where Leave Sanctioning Authority is - 29 - satisfied that there is a reasonable prospect of the employee returning to duty. The leave shall further be limited to the HPL likely to be earned. Leave not due shall be debited against HPL that the employee may earn subsequently.
Extraordinary Leave: EOL may be granted in special circumstances when no other leave is admissible or when the employee applies in writing for grant of EOL. No leave salary is payable during the period of EOL.
Maternity Leave: Female employees with less than two surviving children are entitled for Maternity Leave for a period of 180 days. Maternity Leave not exceeding 45 days may be availed by a female employee irrespective of the number of surviving children, during the entire service of the employee in case of miscarriage, including abortion, on production of medical certificate. Maternity Leave may be combined with any other kind of leave. Leave of any kind due and admissible, including commuted leave for a period not exceeding 60 days and leave not due, may be availed in continuation of Maternity Leave up to a maximum of two years.
Child Adoption Leave: A female employee with less than two surviving children, on valid adoption of a child below the age of one year is entitled for 180 days Child Adoption Leave immediately after the date of valid adoption.
Child Care Leave : Women employees having minor children are eligible for child care leave for a maximum period of 730 days during their entire service with prior approval for taking care of upto two children whether for rearing or for looking after any of their needs like examination, sickness etc. This leave will not be admissible if the child is 18 years of age or older. CCL can be availed maximum three times in a year with each spell not being less than15 days.
Paternity Leave: A male employee with less than two surviving children is eligible for Paternity Leave of 15 days during the confinement of his wife. The leave may be availed up to 15 days before or up to 6 months from the date of delivery of the child, in one spell.
Study Leave : Study leave may be granted ordinarily for twelve months at any one time and maximum 24 months during entire service in all, inclusive of similar kind of leave for study or training granted under any other rules.
- 30 - Special Disability Leave for injury intentionally inflicted or for accidental injury: Special Disability Leave may be sanctioned to an employee who is disabled by injury intentionally inflicted or by injury accidentally incurred or caused or in consequence of the due performance of his official duty or official position. Grant of this leave is subject to regulations prescribed and internal procedures to be followed in the respective Units.
Hospital Leave: Group C employees whose duty involves handling of dangerous machinery, explosive materials, poisonous drugs and the like or the performance of hazardous task are eligible for this leave while under medical treatment in a hospital or otherwise or illness or injury, directly due to the risk incurred during the course of their official duties. Granting of this leave is subject to the regulations prescribed and internal procedures to be followed in the respective Units.
Leave Salary and Leave Salary Advance
During Earned Leave and Commuted Leave, leave salary shall be equal to the pay drawn immediately before proceeding on leave. During Half Pay Leave and Leave Not Due, the leave salary shall be equal to half the amount of leave salary on Earned Leave. No leave salary is admissible during EOL.
Employees are eligible to draw leave salary advance where the leave taken is for not less than 30 days. The advance will be paid against the first 30 days of leave, after effecting applicable recoveries. The advance will be adjusted in full against the next salary bill. If the period of leave falls in two months, the advance will be adjusted in two instalments.
Casual Leave and Special Casual Leave
Casual Leave
Employees are eligible for 8 days Casual Leave (CL) in one calendar year. CL cannot be combined with EL, any other kind of leave or joining time. Holidays/Weekly off days falling during the period of CL are not counted as part of CL. Holidays/Weekly off days can be prefixed and/or suffixed to CL. CL can also be taken for half a day. For CL availed during tour, no daily allowance is payable.
- 31 - Special Casual Leave
(a) For sports events: Special CL up to a maximum of 30 days in a year is admissible for participation in sports events of national/international importance, participation in mountaineering expeditions, trekking expedition etc, subject to certain guidelines. For inter-Ministerial and inter-Departmental tourna- ments and sports events, Special CL up to a maximum of 10 days is admissible.
(b) For family planning
Male employees: Maximum 5 working days for vasectomy operation, 21 days for undergoing recanalisation operation and 3 days if his wife undergoes tubectomy, laproscopy or salpingectomy operation.
For female employees: Maximum 10 days for tubectomy/laproscopy, 10 days for salpingectomy operation after Medical Termination of Pregnancy, one day for IUCD insertion/re-insertion, one day on the day of operation when her husband undergoes vasectomy operation.
(c) To employees who could not attend office on account of bandh, curfew, failure of transportation etc. :-
Special Casual Leave may be granted to employees when they are unable to attend office due to dislocation of traffic arising out of natural calamities, bandhs, etc. However, if the employee had already applied for leave for other purposes for the day/days, then special casual leave shall not be admissible.
(d) Special Casual Leave for differently abled employees
Special casual leave not more than ten days in a calendar year may be granted to the differently abled employees for the purpose of participation in Conference/Workshop/Seminars/Trainings related to Disability and Disability related programmes organised by Central Government and State/UT Government; Central and State/UT Government Institutions/Agencies; International agencies like UN, World Bank etc; - 32 -
4.3 Leave encashment
Leave encashment while in service - Earned Leave
25% of the Earned Leave at the credit of the employee subject to a maximum of 30 days in a year is encashable once in a calendar year.
Leave encashment on retirement/ voluntary retirement/ death/ invalidation
The amount of EL, subject to a maximum of 300 days standing to the credit of the employee is encashable on retirement, voluntary retirement, death and invalidation.
Leave encashment on resignation
Workmen will be allowed to encash the entire EL at their credit. For others, encashment will be allowed at 50% of the EL balance at credit.
HPL Encashment on Retirement on Superannuation / Death
HPL up to a maximum of 240 days is admissible to be encashed at the time of retirement/death.
4.4 Leave Travel Concession (LTC)
Definition of `Family for availing the concession
Wife or husband, as the case may be
*Two surviving unmarried children or step children, wholly dependent
Married daughters who have been divorced, abandoned or separated from their husband and widowed daughters residing with and wholly dependent on the employee
Unmarried minor brothers and unmarried or widowed sisters residing with and wholly dependent on the employee, provided their parents are not alive or are themselves wholly dependent on the employee
Parents and/or step parents wholly dependent on the employee, irrespective of whether they are residing with the employee or not.
- 33 - For a family member to be dependent on the employee, income from all sources should not exceed ` 3500/- per month, excluding Dearness Relief on pension, if any.
* The restriction of LTC to two children is applicable from 20.10.1997. However, this restriction does not apply to those who already have more than two children, prior to this date or children born within one year from 20.10.1997. This restriction does not apply when number of children exceeds two as a result of second child birth resulting in multiple births.
Classification for LTC entitlement
Level I
CMD and Directors
Level II
Officers in receipt of Grade Pay of ` 10000 and above and those in pay scale of HAG and above
Level III
Officers in receipt of Grade Pay of ` 7600, ` 8700 and ` 8900
Level IV
Officers in receipt of Grade Pay of ` 5400 and ` 6600
Level V
Employees in receipt of Grade Pay of ` 4200, ` 4600 and ` 4800
Level VI
Employees in receipt of Grade pay less than ` 4200
- 34 - Travel Entitlements for LTC
Level Rail Air Rajdhani (*) Shatabdi Other trains Level I AC I Executive AC Chair Car AC I Business / Club class Level II AC I AC I Business / Club class Level III AC I AC I Economy Class Level IV AC II Ordinary AC Chair Car AC II Economy Class Level V AC II AC II Not entitled Level VI AC III Tier / AC Chair Car First Class / AC III Tier / AC Chair Car Not entitled
In case of travel by higher mode/class (i.e. by air where normal entitlement is by rail), reimbursement will be restricted to entitled class.
Entitlements for travel between the Mainland and the Andaman and Nicobar Group of Islands and the Lakshadweep Group of Islands by ships operated by Shipping Corporation of India Limited will be as follows:
Pay Range Entitlement Officers drawing grade pay of ` 5400 and above and those in pay scales of HAG and above Deluxe Class. Employees drawing grade pay of ` 4200, ` 4600 and ` 4800 First/`A Cabin Employees drawing grade pay of ` 2400 and ` 2800 Second/`B Cabin Class
Employees drawing grade pay less than ` 2400 Bunk Class.
Travel entitlements for journeys by Road between places not connected by Rail will be as follows:-
Sr. No. Grade Pay Entitlement i Officers drawing grade pay of ` 10000 and above and those in pay scale of HAG and above Actual fare by any type of public bus including AC bus. OR At prescribed rates of AC taxi when the journey is actually - 35 - performed by AC taxi OR At prescribed rates for auto rickshaw for journeys by auto rickshaw, own scooter, motor cycle, moped etc. ii Officers drawing grade pay of ` 5400, ` 6600, ` 7600, ` 8700 and ` 8900 Same as above for (i) above with the exception that journey by AC taxi will not be permissible. iii Officers drawing grade pay of ` 4200, ` 4600 and ` 4800 Same as for (ii) above iv Officers drawing grade pay of ` 2400 and above but less than ` 4200 Actual fare by any type of public bus other than AC bus. OR At prescribed rate for auto rickshaw for journeys by auto rickshaw, own scooter, motor cycle, moped etc. v Officers drawing grade pay below ` 2400 Actual fare by ordinary bus only OR At prescribed rate for auto rickshaw, own scooter, motor cycle, moped etc.
Current LTC Block
Current two year LTC block is 2010-11 and four year block is 2010-13.
LTC to Hometown
Admissible once in a block of two calendar years.
LTC to any place in India
Admissible once in a block of four calendar years. In other words, in the four year block of 2010-13, either two LTCs to hometown or one LTC to hometown and one to any place in India can be availed.
Special concessions
Whenever Government announces any special concessions for availing LTC to a particular location for any specific period on specific conditions, the same may also be adopted if approved by the Competent Authority. - 36 -
Special LTC Block years for fresh recruits
Fresh recruits during their first 8 years (first two blocks of four years reckoning from the date of joining) of service are eligible to travel to their hometown along with their entitled family members on any 3 occasions for Hometown and any one occasion for Other Than Hometown in their respective block of 4 years. The facility of LTC encashment is not available to fresh recruits.
Additional LTC to employees posted at difficult Site
Apart from the above mentioned LTC Blocks, to meet any emergency requirement of having to visit employee's hometown on account of unexpected/unforeseen circumstances an additional LTC will be allowed for the employee and the entitled family members. This facility shall be available when all LTC blocks are exhausted by the employee as well as is family members at the time of emergency and can be availed only once during the entire service.
Grace period for availing LTC
A grace period of one year is allowed for availing LTC. This means that the concession for the block year 2010-11 can be availed on or before 31.12.2012 i.e. the outward journey on LTC should commence by 31.12.2012. This concession is not available in the case of annual LTCs. The only exception is in respect of fresh recruits, who can avail two LTCs in their second year of service as in their case completion of one year of service is a precondition for becoming eligible for LTC.
Other conditions
LTC can be availed only during leave (including CL) and not during weekend or other period of holidays alone.
LTC is not admissible during the period of unauthorised absence.
LTC can be availed during maternity leave, study leave, paternity leave but not during Child Care Leave.
In the case of LTC for Anywhere in India, the place of visit has to be declared in advance and the declared place must be visited.
The declared place of visit can be changed before commencement of journey but it cannot be changed after - 37 - commencement of the journey in the normal course. This condition may be relaxed by the Head of the Unit/Director (HR) if the declared place could not be visited owing to the conditions beyond the control of the employee.
Where both husband and wife are employed (within NPCIL or any other Govt. organisation/PSU), concession will be admissible only to one of them at their choice.
The return journey should be completed within six months of the outward journey.
The following members of the family will be entitled for return journey only:
o The spouse of a newly married employee coming from the hometown or from a place, where the employee had proceeded on LTC.
o A dependent son/daughter coming from hometown or any other place where he/she had been prosecuting studies or living with grandparents, etc. to stay with parents permanently.
o A child legally adopted by the employee while on LTC to hometown or any other place.
o A child who was previously below five years of age but has completed five at the time of return journey.
The following members of the family will be entitled for outward journey only:
o A dependent son/daughter getting employment or getting married after going to hometown or to a place for which LTC is claimed or remaining there for prosecution of studies. o The employee or his/her family having performed the journey to hometown or any other place have no intention of completing the return journey within the stipulated period, provided the employee forgoes in writing the concession in respect of the return journey, if performed by the family members at a subsequent date.
The employee under suspension will not be eligible for LTC, but his family can avail the concession.
- 38 - The employee whose spouse is employed in Railways or Air India may avail the concession either from NPCIL or spouses organisation.
Service charge levied by IRCTC on rail ticket booking on LTC through internet is reimbursable.
An employee who proceeds on LTC but resigns from service without returning to duty will not be eligible for LTC.
The employee and members of family may travel in different groups or even avail LTC for different destinations while availing LTC to anywhere in India.
LTC Advance
LTC equal to 100% of the anticipated fare by entitled class can be drawn as advance five days in advance of the time prescribed for booking, in the case of travel by rail. For other modes of travel, LTC advance can be drawn appropriately in advance of the date of journey.
4.5 Encashment of LTC
Encashment is only against LTC to Anywhere in India.
An employee may at his discretion encash the concession available against LTC to Anywhere in India for self and each member of his family as a whole. In other words, it is not open for some members to avail LTC and for others to encash.
The encashment of LTC shall be equal to 100% of the fare by the entitled class of travel for 1500 Km. each way for each eligible family member.
The encashment may be availed any time before expiry of grace period of the particular block.
The encashment will be restricted only to the basic fare and will not include surcharge of any kind, reservation charges etc.
The encashment will be permissible only if the employee avails the leave of any kind not less than six days; except in case of death, where the family of the deceased employee is allowed encashment without availing leave.
- 39 - LTC Encashment cannot be extended to the family members of the employee under suspension and they have to necessarily avail the LTC.
LTC encashment claim once settled cannot be re-opened for any subsequent development.
4.6 Encashment of leave along with LTC
Leave encashment of up to 10 days is permissible at the time of availing LTC up to a maximum of 60 days in entire service.
4.7 Sponsorship for Higher Education
The objective of the scheme is to enable employees pursue higher studies by sponsorship by the Company to acquire specialised qualifications to meet the requirements of identified posts or for their self-development.
The Progammes/Courses for which sponsorship could be considered under the Scheme include :-
Ph.D programmes of any recognised University
M Tech/M Phil courses from HBNI
M.Tech. programmes of reputed Universities, Indian Institute of Technology, Birla Institute of Technology and Science, Pilani, Indian Institute of Science, National Institutes of Technology
Industrial Safety Diploma Course of Central/Regional Labour Institutes
Fire Service Courses of National Fire Service College
Post Graduate programmes in management in the fields of HR, Finance and Materials Management
Foreign Language Classes, etc.
Employees need to ascertain from Corporate HRM Group the admissibility of pursuing courses offered by different Universities/Institutions for sponsorship under the Scheme.
Employees can be sponsored for full time/part time as well as distance learning programmes, subject to certain restrictions. Those sponsored under the Scheme are eligible to receive - 40 - reimbursement of admission fee, course fee, examination fee, etc. as envisaged under the Scheme. Employees sponsored for full time courses are also eligible for certain other concessions like TA, cost of course related materials, etc. as per the provisions of the Scheme. Those sponsored for Industrial Safety Diploma courses are eligible for one increment on completion of one year of service after successful completion of the course.
4.8 Membership in Professional Institutions
The objective of the Scheme is to facilitate employees to become members/life members of notified Professional Institutions to widen their horizon. Under the Scheme employees are eligible for reimbursement of membership fee.
Details pertaining to class of Membership and number of Institutions to which Membership can be subscribed are as follows:
Category Maximum No. of Membership in Institutions admissible for reimbursement Classes of Membership covered in this scheme Indian Institutions International Institutions SA/B to SO/SB or equivalent 1 - Associate / Corporate / Fellow SO/C to SO/F or equivalent 2 - -do- SO/G & above or equivalent 2 1 -do- However, officers in this category will have the option to take membership in three Indian Institutions in lieu of two Indian and one International.
The following are the limits on account of subscription fee payable:-
Category Amount SA/B or equivalent ` 1500/- p.a. SO/C to SO/F or equivalent ` 3000/- p.a. SO/G and above or equivalent ` 4500/- p.a. (for Indian Institutions) ` 9000/- p.a. (for International Institutions)
- 41 -
List of Approved Institutions under the Scheme are as follows:-
1. All India Management Association / its local associations 2. American Society of Civil Engineers 3. American Society for Non-Destructive Testing 4. Bombay Management Association 5. Bombay Natural History Society 6. Cardiological Society of India 7. Centre for Corporate Governance 8. Computer Society of India 9. Council of Architecture 10. Diabetic Association of India 11. Federation of Obstetrics and Gynecological Society of India 12. Indian Academy of Pediatrics 13. Indian Association for Radiation Protection 14. Indian Bird Conservation Network 15. Indian Concrete Institute 16. Indian Council of Arbitration 17. Indian Dental Association. 18. Indian Geophysical Union 19. Indian Institute of Architects 20. Indian Institute of Chemical Engineers 21. Indian Institute of Industrial Engineers 22. Indian Institute of Materials Management 23. Indian Institute of Plant Engineers 24. Indian Institute of Welding 25. Indian Institution of Mechanical Engineers 26. Indian Law Institute 27. Indian Medical Association 28. Indian National Academy of Engineering 29. Indian Nuclear Society 30. Indian Society for Heat and Mass Transfer 31. Indian Society for Training & Development 32. Indian Society for Earthquake Technology 33. Indian Society of Non-Destructive Testing 34. Institute of Chartered Accountants of India 35. Institute of Chartered Financial Analysts of India 36. Institute of Cost and Works Accountants of India 37. Institute of Company Secretaries of India 38. Institute of Electronics & Electrical Engineers (IEEE) 39. Institute of Internal Auditors - India 40. Institution of Electronics & Telecommunication Engineers 41. Institution of Fire Engineers (India) 42. Institutions of Engineers (India) 43. Instrument of Society of America (ISA) 44. International Association for Bridge and Structural Engg (Indian Group) 45. Loss Prevention Association of India - 42 - 46. National HRD Network 47. National Institute of Personnel Management. 48. National Safety Council. 49. National Institute of Industrial Engineering (NITIE) 50. Project Management Associates 51. Project Management Institute 52. Quality Circle Forum of India
4.9 Children Education Assistance (CEA)
Children Education Assistance is admissible for the two eldest surviving children of the employee between age group of 3 & 25 years, to meet the expenditure incurred by the employee towards the education of his/her eligible children. CEA is also admissible to the children of the deceased employee who was in receipt of the assistance, till such time the employee would have received the same if he was alive.
Amount Reimbursable:
Description of the course Amount of CEA Category A (Where the child is not staying in a hostel) Nursery class to 12 th Std i.e. up to HSC ` 1000/- per month per child. Diploma course where admission to the diploma is allowed after SSC First Degree/First Diploma beyond HSC or first PG Degree/Diploma provided the employee had not drawn hostel subsidy under NPCIL (Hostel Subsidy) Scheme 1991 or CEA under this scheme for the child either for the first diploma or the first degree course as the case may be beyond HSC A course pursued by a child with disabilities (blindness/low vision, hearing impairment, locomotors disabilities or cerebral palsy or mental retardation) in an institution imparting such course.
Description of the course Amount of CEA Category B (Where the child is staying in a hostel) Certificate course in any of the recognised Industrial Training Institute after SSC, HSC or intermediate course ` 3000/- per month per child. - 43 - First degree or first diploma beyond 12 th Std i.e. beyond HSC/first diploma allowed after SSC
First post graduate degree or diploma where the assistance is not availed for first degree or first diploma. In all the cases covered under category A, if the child is put in a hostel or a residential school away from the station where he is posted and/or residing irrespective of transfer liability Where it is compulsory for the children to stay in a Hostel even while residing in the same city, as in the case of Indian Institute of Technology ` 3000/- per month per child The assistance is not admissible under category A and Category B concurrently
Special Childcare Allowance for women with disabilities
Women with disabilities shall be paid ` 1250/- per month with effect from 01.01.2011 as special allowance for childcare. The allowance shall be payable from the time of childs birth till the child is two years old.
4.10 Scholarship to the Children of Employees
An employee whose child has passed 10 th standard or equivalent examination with minimum 60% of marks in aggregate, for General Category, and with minimum 50% of marks in aggregate for SC/ST/OBC Categories, in first attempt, is eligible to apply for Scholarship.
If more than one child among the applicants has got the same percentage, the criteria to determine award of scholarship shall be the highest marks obtained in - English, Mathematics, Science, second language in that order.
Scholarship can be given to a maximum of two children including legitimate children, step children and adopted children wholly dependent on the employee.
Where spouse is employed elsewhere where similar scheme for award of scholarship is available, a declaration has to be given by the employee and a certificate from his/ her employer be furnished, to the effect that he/she has not availed the - 44 - scholarship in that organisation and would like to avail the facility under NPCIL Scheme
Course of Study and Amount of Scholarship:
Commences from the first year of Junior college (XI Standard) or certificate course and continues till completion of first Degree / Diploma / certification course.
Study code Course of Study / Subject of Study Amount of Scholarship A Class XI Class XII `.600/- p.a ` 800/- p.a B ITI Course 1 st year 2 nd year
`600/- p.a ` 800/- p.a C Degree in areas other than Engineering, Medicine, Architecture or Agriculture ` 1000/- p.a D Diploma in Engineering ` 1200/- p.a E Degree in Engineering, Medicine, Architecture or Agriculture ` 1500/- p.a.
For Courses covered under semester system, 50% of the scholarship shall be paid for each Semester.
Number of Scholarships
On 1st July of every year, if the employees in a Unit are upto 1000
For General Category - 10 For Reserved Category i.e. SC/ST/OBC - 05
Where the employee strength is more than 1000, the number of scholarships shall be increased @1.5 for every 100 employees.
Periodicity
Scholarship is continued to be paid till the end of the course for which it is awarded even in case of cessation of employment on account of retirement on superannuation, death or medical invalidation of the employee.
- 45 - Discontinuation of Scholarship
For the internship period of degrees in Medicine including Dentistry (BDS) and Veterinary (BVS)
Recipient of any other scholarship from any other organisation
Cessation from service either on resignation or dismissal or removal or termination of service for whatsoever reason.
On ATKT/failure in the annual examination (or Semester, wherever applicable) or conduct of the child is found to be unsatisfactory.
4.11 Forwarding of Applications for Employment
Applications could be forwarded to Central/State Govt. Departments, Central/ State PSUs/Autonomous Bodies/Local Bodies and Semi/Quasi Govt. organisations.
The post applied for should be higher than the one held by him in NPCIL or at least equal.
The advertised criteria should be fulfilled.
No application shall be forwarded during pendency of disciplinary proceedings
No application shall be forwarded during probation period.
No Applications shall be forwarded within two years of promotion of the employee. This condition is not applicable to employees belonging to SC/ST categories and persons with disabilities. This stipulation will not be applicable for applications forwarded to any of the DAE Units including BHAVINI.
Other provisions are as follows:-
Sl. No. Forwarding of application to Conditions 1. Outside NPCIL against open advertisement Under Bond obligation:- No application will be forwarded. Within one month to the closing of bond period, one application may be forwarded
In any other case not specified above: - 46 - A maximum of two applications will be forwarded (one during first half and one during second half).
In respect of SC/ST personnel:-
No limit. 2. UPSC / SSC No limit. Immediate intimation to the HR Heads is necessary to issue NOC at the time of Interview. Within 45 days from the date of close of receipt of application, the HR authorities shall communicate permission or otherwise to the Commission. 3. Foreign Organisations against open advertisements Conditions specified at S.No.1 shall be applied.
4.12 Reimbursement of Cable TV Expenditure
The amount of Cable TV Expenditure reimbursable is ` 150/- per month. A one time certificate in prescribed format has to be furnished about incurring the expenditure.
If both husband and wife are employed in NPCIL and posted in different Units/HQs, then reimbursement shall be payable to both of them independently. Where both are posted in the same station, only one of them shall be eligible for reimbursement.
If an employee happens to be absent on account of leave of any kind including EOL, exceeding 180 days including prefix and suffix, he shall not be eligible during the period for reimbursement.
4.13 Reimbursement of Canteen Subsidy
Reimbursement of Canteen Subsidy is at ` 750/- per month. A one time certificate in prescribed format has to be furnished about incurring the expenditure. Leave/absence, not exceeding period of 14 days including the period of prefix, suffix, intervening holidays, during the calendar month also qualifies the employee for Canteen Subsidy in full. Canteen subsidy is payable on pro-rata basis in the cases of leave/absence beyond 14 days.
Not payable during suspension period.
- 47 - 4.14 Residential accommodation/Townships
NPCIL has established residential townships at all the Projects/Stations/Sites providing for residential accommodation of different categories to its employees. The eligibility criteria for allotment residential accommodation is tabulated below :
Type of Residence Grade Pay/Basic Pay A ` 1800 B ` 1900/-, ` 2000/-, ` 2400/- & ` 2800/- C ` 4200/-, ` 4600/- & ` 4800/- D ` 5400/- & ` 6600/- D (Special) ` 6600/- E ` 7600/-, ` 8700/- & ` 8900 E I ` 10000 & ` 67000/- to ` 74999/- (Basic Pay) E II ` 75000/- to ` 79999/- E III ` 80000 and above
These residential townships are self-contained with shopping, banking, telecommunication facilities, facilities for recreation and Schools affiliated to CBSE/State Boards run by Atomic Energy Education Society upto XII Standard.
Retention of accommodation in various events of service
The employees can retain the accommodation as given below :-
Basis Permissible period for retention of the residence Resignation, dismissal, removal or termination of service or unauthorised absence without permission One month Retirement or terminal leave First two months (on payment of normal licence fee). 3 rd and 4th month double the normal licence fee. 5 th and 6 th month at three times the normal licence fee. 7 th and 8 th month on four times the normal licence fee. Beyond 8 months, initiation of eviction proceedings and levy of damage rent.
On transfer to outstation in normal course in a) Two Months b) Up to the end of the academic - 48 - Company interest session in the case of employees with school/college going children. Special provision in respect of transfer in Company interest from one Site/Station/Project to another Site/Station/Project Maximum twenty four months from the date of relief. In addition, the employee will be allowed single (Bachelor Type) accommodation at the new station. Transfer in Company interest from HQ to a Site/Station/Project Where employee is in occupation of departmental accommodatio n in Mumbai DCS&EM will be requested to permit retention at normal licence fee and allied charged for a period up to 2 years.
If DCS&EM does not allow retention of the accommodation beyond their permissible period, HRA is paid to the transferred employee for the difference of the period between the permissible period allowed by DCS&EM and two years. In the above cases, employee will be allowed single (Bachelor Type) accommodation only at new station. Transfer in Company interest from HQ and employee not in occupation of departmental/Company accommodation and already in receipt of HRA and the employees family continues to stay in the original station The employee will continued to be paid HRA at the rate applicable in the original station of his/her posting for a maximum period of 2 years from the date of relief on transfer.
Employee will be allowed single (Bachelor Type) accommodation only at new station.
Transfer in Company interest from HQ to Site/Station/Project and the employee is availing leased accommodation and his/her family continues to stay in the Leased accommodation will be allowed to continue for a maximum period of 2 years from the date of relief on transfer or the employee may be allowed to draw HRA at the rate applicable in the original station of his/her posting. Employee will be allowed single - 49 - original station. (Bachelor Type) accommodation only at new station. Death Twelve months at normal licence fee. Next 12 months with double the normal licence fee on specific request from family of the deceased employee. Beyond 24 months, initiation of eviction proceedings and levy of damage rent.
4.15 Leased Accommodation
Where NPCIL/Government accommodation is not available, Group A NPCIL employees have the option of availing lease facility, within lease rent limits prescribed below :
Grade Maximum rent ceiling X Cities Y Cities Z Cities SO/C or equivalent 30% of Basic Pay 20% of Basic Pay 10% of Basic Pay SO/D or equivalent SO/E or equivalent SO/F or equivalent SO/G or equivalent
In case of green field sites, all employees are eligible for the leased accommodation with a rental ceiling of 30% of Basic Pay.
Note: Basic pay means Pay in the Pay Band + Grade Pay + NPA wherever applicable.
4.16 Free Units of Electricity
Employees located in Stations and Projects (where Project Allowance is not payable) are eligible for free electricity for domestic consumption to the following extent:-
Basic Pay (Pre revised) No. of Units Up to ` 3350 30 Units ` 3351 to ` 7250 45 Units ` 7251 to ` 10325 60 Units Above ` 10325 75 Units
- 50 - 4.17 Reimbursement of charges to NPCIL HQ employees for consumption of electricity for domestic use.
NPCIL HQ employees are eligible for a payment towards reimbursement of charges for consumption of electricity for domestic use as per the details given below:
Basic Pay (Pre revised) Reimbursement per month Up to ` 3350 ` 95/- ` 3351 to ` 7250 ` 125/- ` 7251 to ` 10325 ` 160/- Above ` 10325 ` 190/-
4.18 Uniform/Work Wear
NPCIL employees are provided with uniform/work Wear/ other work accessories, as per prescribed eligibilities.
4.19 Reimbursement of Cost of Newspapers & Periodicals
The Executives of the Company are eligible for reimbursement at the following scales towards Cost of Newspapers & Periodicals:-
Sl. No. Level/Rank of the Officer Amount of Reimbursement applicable (` ) 1. Executive Directors & above in HQ and Station Directors, Project Directors and above in Sites/Projects/ Stations ` 600/- p.m. 2. Associate Directors, Chief Superintendents, Chief Construction Engineers ` 400/- p.m. 3. Officers in the grade of SO/G & above in Technical and AGM & above in Non- technical, but below the rank of officers mentioned at Sl. No.2 above. ` 300/- p.m. 4. Officers in the grade of SO/SB & above in Technical and Assistant Manager/Private Secretary above in Non-technical, but below the rank of officers mentioned at Sl. No.3 above. ` 150/- p.m. 5. All other employees not covered above ` 75/- p.m.
- 51 - CHAPTER 5
LOANS AND ADVANCES
5.1 Interest Free Advances
Festival Advance
Payable to all regular employees of NPCIL who have successfully completed probationary period. Amount of advance admissible is ` 3000/- recoverable in 10 equal instalments Employees under suspension are not eligible Admissible once in a financial year For second or subsequent advance, earlier advance should have been repaid fully Should be drawn before festival
Bicycle Advance
Payable to all regular employees of NPCIL who have successfully completed probationary period. Advance will be equal to the anticipated price (inclusive of sales tax) subject to a maximum of ` 3000/- recoverable in 30 equal instalments. Employees under suspension are not eligible. Second or subsequent advance after lapse of 3 years and after earlier advance is repaid fully.
Advance in connection with medical treatment
Admissible to those governed by CS (MA) Rules Amount of advance as recommended by Medical authorities
5.2 Interest Bearing Advances
Terms and conditions applicable for drawing interest bearing Advances other than HBA are given in the following table:-
Name of the Advance Amount Interest Eligibility Recovery (Maximum no. of monthly instalments) Subsequent / Second Advance Motor Cycle / Scooter Advance On first occasion ` 60,000/- or 4 months Basic Pay plus non-practicing allowance plus Dearness Allowance OR 8% All regular employees of NPCIL with a Pay in the Pay 70 + interest instalments After a lapse of 4 years.
Previous conveyance - 52 - Anticipated price whichever is less.
On Second or subsequent occasion ` 40,000/- or 3 months Basic Pay + non-practicing allowance plus Dearness Allowance OR Anticipated price whichever is less. Band of ` 8560 or more advance outstanding with interest should have been repaid in full. Motor Car Advance On first occasion ` 500000/- or 10 months Basic Pay plus non-practicing allowance plus Dearness Allowance OR Anticipated price whichever is less.
On Second or subsequent occasion ` 350000/- or 8 months Basic Pay + non-practicing allowance plus Dearness Allowance OR Anticipated price whichever is less. 11.5% All regular employees of NPCIL with a Grade Pay of ` 5400 and above. 200 + interest instalments After a lapse of 4 years from the date of drawal of earlier advance.
Previous conveyance advance outstanding with interest should have been repaid in full. General Purpose Advance ` 300000/- OR 10 Months Basic Pay whichever is less 0.5% above the rate of interest applicable for the Provident Fund deposits under NPCIL (EPF) Scheme as applicable from time to time, calculated on EMI basis. All regular employees of NPCIL, who have completed three years of service. Where, both husband & wife are employees of the Company, only one of them shall be eligible to draw the advance. 180 After a lapse of 5 years and only after full payment of earlier advance
5.3 House Building Advance
Eligibility
All regular employees with 5 years service. Where both husband and wife are NPCIL/Govt employees only one of them can draw the advance. - 53 -
Purposes for which the advance is admissible
Purchase of a plot and construction of house thereon Construction of house on a plot already owned Purchase of a ready built flat from CIDCO, DDA, Housing Boards, etc Purchase of a ready built flat from private parties on outright basis, provided the flat is new and unlived. Acquisition of a house through membership in co-operative housing societies Enlargement of an existing house owned by the employee himself or jointly with spouse Repayment of loan expressly taken from recognised financial institutions for house building purposes. Constructing the residential portion only of the building on a plot of a land which is earmarked as a shop-cum-residential plot in a residential colony.
General conditions
Maximum cost ceiling is not prescribed. However, the employee shall comply with the provision of the Conduct Rules/Standing Orders relating to acquisition of properties. The advance shall not exceed 34 times of Basic Pay+NPA+DA or repaying capacity subject to a maximum of ` 20 lakhs. Neither the employee nor his wife should already own a house in the town/urban agglomeration in which the house is proposed to be constructed/purchased. There shall be no revision of the amount of advance on account of any retrospective revision of Dearness Allowance.
For specific conditions with regard to purchase of ready built house/flat, purchase of plot and construction of house thereon, purchase of house/flat from cooperative societies, housing boards, CIDCO etc. and for enlargement of living accommodation the HQI-1560 (R-0) may be referred.
Assessment of Repaying Capacity
Length of service Repaying capacity Retiring after 20 years 40% of BP+NPA+DA Retiring after 10 years but before 20 years 40% of BP+NPA+DA after adjusting 65% of gratuity * Officials retiring within 10 years 50% of BP+NPA+DA after adjusting 75% of gratuity *.
- 54 - * Gratuity to be assessed on the existing pay with expected service up to the date of retirement.
Interest
The HBA granted under the rules shall carry simple interest from the date of payment of the advance, the amount of interest being calculated on the balance outstanding on the last day of each month, in accordance with the provisions of HBA Rules of the Government of India. The rate of interest prevailing on the date of issue of sanction for the loan/advance shall be applicable.
2 % penal interest to be imposed if conditions of sanction not fulfilled. % rebate is admissible to the employees who have been granted Small Family Allowance under NPCIL (Incentive Scheme for Adoption of Small Family Norms) or under the Government of India orders, provided the incentive is granted prior to drawal of final instalment of HBA. No interest should be recovered on the outstanding principal beyond the date of retirement/death of the employee.
Disbursement of HBA
Purpose Stages Purchase of ready built house One lumpsum Construction/enlarging living accommodation In two equal instalments Purchase of plot and construction of single storeyed house 40% or actual cost of plot remaining will be in two equal instalments. Purchase of plot and construction of double storeyed house 30% or actual cost of plot remaining will be disbursed in two instalments of 50% and 20%.
Equitable mortgage
Equitable mortgage to be executed involves furnishing the
Agreement Power of attorney Deposit of title deed (with a letter evidencing the deposit of title deed) Affidavit
- 55 - Post sanction requirements
Construction to be done exactly as per approved plan In case of construction/enlargement of living accommodation, inspection will be carried out and report obtained before release of second/third instalment Construction of house to be completed within 18 months of the date on which the first instalment is paid Immediately on completion of construction/taking possession, the house/flat has to be insured against damage by fire, lightening, flood till the advance with interest is fully repaid The house must be maintained in good repair The house must be kept free from all encumbrances Municipal and other taxes to be paid regularly Annual certificate to the effect (as above) to be furnished Annual inspection may be carried out
Repayment of HBA
Principal portion of HBA to be paid in a maximum of 225 monthly instalments
Interest portion to be repaid in a maximum of 75 monthly instalments
Commencement of recovery:-
o In the case of purchase of land and construction from the 24 th month after the first instalment was released or from the month following the month of completion of construction, whichever is earlier
o In the case of construction - from the 18 th month after the first instalment was released or from the month following the month of completion of construction, whichever is earlier
o In the case of purchase of ready built flat from the following month in which the advance is drawn
Principal + interest outstanding at the time of retirement to be recovered from retirement gratuity or other dues payable to the employee. In the event of failure to repay, mortgage will be enforced. In case of non-mortgage of the property, liability to repay will fall on the sureties.
- 56 -
CHAPTER 6
TRAVELLING ALLOWANCE & JOINING TIME
6.1 Travelling Allowance on Tour
Classification for Travel Entitlements
Level I
CMD and Directors
Level II
Officers in receipt of Grade Pay of ` 10000 and above and those in pay scale of HAG and above
Level III
Officers in receipt of Grade Pay of ` 7600, ` 8700 and ` 8900
Level IV
Officers in receipt of Grade Pay of ` 5400 and ` 6600
Level V
Employees in receipt of Grade Pay of ` 4200, ` 4600 and ` 4800
Level VI
Employees in receipt of Grade pay less than ` 4200
-
Executive Trainees, Diploma/Graduate Trainees and other trainees are covered by separate provisions
- 57 - Journey Entitlements by Rail and Air
Level
Rail
Air Rajdhani Shatabdi Other trains Level I AC I Executive AC Chair Car AC I Business / Club class
Level II AC I AC I Business / Club class
Level III
AC I
AC I
Economy Class Level IV AC II
Ordinary AC Chair Car AC II
Economy Class Level V AC II AC II Not entitled Level VI AC III Tier / AC Chair Car First Class / AC III Tier / AC Chair Car Not entitled Executive/ Diploma/ Graduate Trainees AC II Tier / AC Chair Car --
AC II Tier
Not entitled Other Trainees AC III Tier / AC Chair Car -- First Class / AC III Tier / AC Chair Car
- 58 -
Mileage Allowance for Journeys by Road
Level Entitlement Level I Level II Actual fare by any type of public bus including AC bus. OR At prescribed rates of AC taxi when the journey is actually performed by AC taxi OR At prescribed rates for auto rickshaw for journeys by auto rickshaw, own scooter, motor cycle, moped etc. Level III Level IV Same as above for Level I and II, with the exception that journey by AC taxi will not be permissible. Level V Same as for Level III and IV above Level VI Actual fare by any type of public bus other than AC bus. OR At prescribed rates for auto rickshaw for journeys by auto rickshaw, own scooter, motor cycle, moped etc.
For travel by road at a tour station through means of conveyance other than Company transport, Level I, II and III employees will be eligible for reimbursement of full taxi fare, Level IV employees, auto-rickshaw fares/ actual bus fares and Level V employees bus fares. The maximum reimbursement will be limited to ` 900/- at any one station for a continuous halt not exceeding seven days. This is in addition to the conveyance charges as per entitlement, between railway station/bus station/air port and residence/place of stay or place of duty. In the case of officials who are entitled for staff car facility, the actual cost of conveyance charges incurred will be reimbursed to them if they have not been provided with staff car facility at tour stations.
- 59 -
Daily Allowance on Tour
Employees on official tour will be entitled for daily allowance as indicated below:-
Level of employee
Daily Allowance where lodging facility is availed separately
Composite daily allowance admissible where charges for accommodation are not claimed separately.
Principal cities are (X categories of cities) Kolkata, Delhi, Mumbai, Chennai and Hyderabad and other cities categorised as Y and Z.
Daily allowance will be paid where the absence from Headquarters on tour is for 6 hours or more.
Where free boarding and lodging is provided the Daily Allowance admissible will be of the rates shown in Column 4 or 5 above, as the case may be.
Where boarding is provided free of charge, daily allowance admissible will be of the amount of column (2) or (3) above plus admissible accommodation charges as given below.
- 60 - Accommodation/Hotel Charges while on Tour
Where lodging facility is availed separately, charges for accommodation limited to the amounts shown in the following table will be admissible.
S N
Level Lodging charges subject to a maximum of Principal Cities Other Places 1 2 3 Single/Double 4 1 Level I Actual Actual Actual 2 Level II Limited to rent of a single room in Hotel Ashoka, New Delhi 11000/ 12000 80% of Column 3 3 Level III Limited to rent of a single room in Hotel Samrat, New Delhi 7500/8000 80% of Column 3 4 Level IV Limited to rent of a single room in Hotel Janpath, New Delhi 6000/7000 80% of Column 3 5 Level V 75% of Level IV above. 4500/5250 80% of Column 3 6 Level VI All other employees 40% of Level IV above. 2400/2800 80% of Column 3
The charges indicated above are exclusive of service charges and other similar charges/taxes relating to accommodation charges, wherever applicable.
Wherever NPCIL Guest House accommodation is available, the same shall be availed and hotel accommodation should be hired only if the same is not available.
Wherever ITDC Hotels are available, they should be preferred.
Concessional rates, wherever, available must be availed and reimbursement will be limited to the concessional charges.
Employees are not normally expected to stay in the Guest house of private commercial organisations.
Hotel bills should contain signature of the authorised person of the hotels with stamp of the hotel. - 61 -
Drawal of Tour Advance and its settlement
An employee can draw Tour Advance for proceeding on official tours. The advance drawn should be settled immediately within 10 days of completion of return journey. Tour claim should be supported by documentary proof of expenditure incurred such as tickets, receipts, etc.
6.2 Joining Time
Employees transferred in Companys interest to join a new Station are eligible for joining time. Employees transferred in their own interest are not eligible for the joining time. Company employees selected for appointment to a new post in a new Station of the Company against competitive examinations/ interview are also eligible for joining time.
Joining Time admissible is as follows :
Distance between Old and new headquarters Joining time admissible Joining time admissible where the transfer necessarily involves continuous travel by road for more than 200 kms. 1000 Km or less 10 days 12 days More than 1000 Km 12 days 15 days More than 2000 Km 15 days except in case of travel by air for which the maximum will be 12 days 15 days
Joining time shall commence from the day following the day of relinquishment of charge where relinquishment of charge is made over in the afternoon. When holiday(s) follow (s) joining time, the joining time as admissible above shall be deemed to have been extended to cover such holidays.
Joining time can be combined with leave except Casual Leave and Special Casual Leave. Unavailed joining time can be credited to the Earned Leave Account of the employee where the employee is ordered to report at the new Station without availing full joining time or where he proceeds to the new Station alone and takes his family later. However, such crediting of joining time should not exceed the accumulation ceiling of 300 days.
- 62 - Joining Time Pay
Joining time pay shall be equal to the pay of the employee before relinquishment of charge at the old Station. HRA shall also be paid at the rates applicable at the old Station.
6.3 Travelling allowance on transfer
Eligibility with regard to mode and class of travel for the employee and his family members will be same as applicable for tour. Family includes spouse, legitimate children and step- children dependent on the employee, legally adopted children residing with and wholly dependent on the employee, parents whose combined income does not exceed ` 3500/- p.m. brothers and sisters who are entirely dependent and residing with the employee. Family members should travel to the new place of posting of the employee within six months of transfer or within one month prior to the date of transfer. An employee will be entitled to an additional fare by the entitled class for both onward and return journeys in addition to the normal transfer TA entitlement, if he has to leave his family/ household effects behind because of non- availability of departmental residential accommodation at the new place of posting. The employees who could not take family members along with them on their second trip due to genuine reasons may also be entitled to an additional to and fro fare by the entitled class. Employees transferred in the Company interest are entitled for the following transfer benefits:-
(a) Composite Transfer grant equal to one months basic pay in case of transfer involving a change of station located at a distance of more than 20 KM from each other. Where the transfer is to a Station, which is at distance of less than 20 KM from the old Station, the composite grant will be one-third of the Basic pay. Composite Transfer grant covers daily allowance, incidentals or road mileage for the journeys between the residence and the railway station/airport/bus stand at the old and new Station.
(b) Cost of transportation of personal effects
Actual cost of transportation by road limited to ` 20/- per km. For a place falling within 250 km, per kilometre rate may be multiplied by 1.5.
- 63 - Such of those officers who have been permitted to maintain an office at residence, may hire an additional 3 MT truck for which actual cost limited to ` 14/- per km.
The reimbursement shall be subject to production of Lorry Receipts, Cash Receipts, Octroi certificates and other related documents in proof of hiring trucks and transportation of the personal effects.
(c) Cost of transportation of conveyance on transfer
The entitlements for transportation of conveyance shall be as follows:-
Pay Ranges Entitlements Employees drawing Grade Pay of ` 4200/- and above and those in the pay scales of HAG + and above One motor car or one motor cycle/ scooter Employees drawing Grade Pay less than ` 4200/-. One motor cycle/scooter/moped or one bicycle
When conveyance is sent under its own propulsion
Reimbursement shall be made at the rate of ` 16/- per km for transportation of Car and ` 8/- per km for transportation of Motor Cycle/Scooter and ` 1.20 paise per km for bicycle for distance from the residence at old station to the residence at new station, where the Director of Transport of the concerned State or the neighbouring State has not prescribed specific rates. Where the Director of Transport of the concerned State or neighbouring State has prescribed taxi/auto rickshaw rates, the same shall be applicable. No additional charges shall be admissible for hiring a driver.
When the vehicle is transported by any other means
Actual cost of transportation, limited to what is admissible when the conveyance is sent under its own propulsion.
Transportation of conveyance by Air
Actual cost of transportation by Air, limited to what is admissible when the vehicle is sent under its own propulsion.
- 64 - (d) Octroi, entry taxes, terminal taxes, insurance charges and toll taxes, as applicable, on household effects and conveyance etc will be reimbursed subject to production of receipts.
(e) Advance of pay
An employee on transfer may be allowed an interest free advance not exceeding two months basic pay (Pay in the Pay Band + Corresponding Grade Pay) recoverable in 12 equal monthly instalments.
(f) Advance of Transfer TA
Advance as per the prescribed entitlements can be drawn. Settlement has to be done within 30 days of joining at the new Station.
6.4 Travelling allowance on retirement
Employees retired from service on attaining age of superannuation and the family of a deceased employee are eligible for the following:-
(a) Journey fare from last station of posting to home town/final place of settlement for the employee and the dependent family members. Entitlements regarding class of journey are the same as in the case of transfer.
(b) Cost of transportation of personal effects as in the case of transfer.
(c) Composite grant equivalent to one months basic pay last drawn in the case of those employees who settle down in places other than the last station located at a distance of more than 20 KM. If the place is at a distance of less than 20 km., the composite transfer grant will be restricted to 1/3 rd of the last pay drawn.
(d) No advance is payable to meet the expenditure in connection with journey on retirement except composite grant. Officers entitled to travel by air, could get air tickets booked through the NPCIL approved travel agent booking tickets for official tours.
(e) Retirement TA should be availed within one year of retirement.
- 65 - 6.5 Travelling allowance on referral for medical treatment
Travelling allowance entitlements will be the same as applicable for tour except for air journey.
Daily allowance is admissible only for the journey period.
For performing journey by own car/scooter, prior approval of the Head of the Unit should be obtained.
In respect of employees who are covered by CHSS in Mumbai, no TA is payable for any medical attendance or treatment in Brihan Mumbai. Ambulance attached to the BARC hospital may be provided free of charge for bringing in a beneficiary for emergency treatment. In case BARC hospital ambulance service is not available, reasonable charges towards transportation by private ambulance arranged by the employee will be reimbursed.
- 66 -
CHAPTER 7
INCENTIVES & AWARDS
7.1 Cash Award for Acquiring Higher Qualification
General Principles:
Scheme applies to all Group C non-technical employees who have completed not less than three years of continuous service Duration of the course for the purpose of cash award shall be minimum of one year and should have completed the course in First attempt in the respective semester/year During the entire service the employee can receive award for a maximum of two times for separate courses. Prior permission is necessary from the Competent Authority for pursuing the Course Should not get any other monetary benefits either from the Sponsorship Scheme of NPCIL or any other scheme/rule of the Company Employee should not have any Disciplinary / Vigilance cases pending against him nor penalised for any misconduct under Conduct Rules. The appraisal rating should be (Good) A3 or better for last three years immediately preceding the date of declaration of results
Disciplines for which the Scheme is available:
Accounting, Costs & Works, Audit & Financial Systems Human Resource Development Contracts, Materials Management, Inventory Control, Purchase, Stores, Transportation, Clearance Personnel Management, Industrial Relations Guest House Management, Hotel Management, Catering Health Care, Hospital Administration Public Relations, Liaison, Library, Journalism, Mass Communication, Editing, Exhibitions, Public Administration, Communication, Travel Computer System, Data Entry, Electronics Data Processing, Information, Management, Programming Legal, Estate Management, Company Secretaryship.
- 67 - Amount of Cash Award:
The amount of Cash Award shall be as under:
Duration of Course of Higher Qualification relevant to the Present job in NPCIL Amount of Cash Award One year ` 1,000/- (One Thousand Only) Two years ` 2,000/- (Two Thousand Only) Three years and above ` 3,000/- (Three Thousand Only)
7.2 Incentive for Adoption of Small Family Norms
The Incentive is payable where the employee or his/her spouse undergoes sterilisation operation for family planning.
The Incentive payable under the scheme after implementation of 6 CPC is as follows :
Revised rates of Family Planning Allowance (FPA) effective from 01.09.2008 under NPCIL (Incentive for Adoption of Small Family Norms) Scheme, 1991 with reference to Revised Pay Structure effective from 01.01.2006
- 68 - The employee and his/her spouse must be within the reproductive age group viz., in the case of male employee he should not be more than 50 years of age and his wife should be between 22-45 years of age. In the case of female employees, she must not be more than 45 years of age and her husband must not be over 50 years of age.
The employee should not have more than two living children. However, the incentive is payable where the couple had twins after the birth of their first child.
The sterilisation operation should be conducted in a Government hospital, DAE/NPCIL CHSS hospitals or Voluntary institutions getting grant from Central Government or State Government for conducting sterilisation operation. The operation can also be conducted at private nursing homes, provided the certificate is countersigned by a Civil Surgeon/District Medical Officer/Medical Officer of Government Hospital or DAE/NPCIL/CHSS Hospital.
The incentive is also payable to an employee who has attained the age of 40 years and either he or she or his or her spouse had not undergone sterilisation operation. The employee should have at least one living child and not more than two children. The last child should be more than 10 years of age on the date the incentive is payable.
7.3 Performance Linked Incentive Scheme (PLIS)
The scheme is valid for the period from 01.01.2009 to 31.03.2015.
Objective of the scheme is to enhance organizational performance through improved team work and individual contribution thereby achieving higher levels of production and productivity.
[I] PLIS for Executives :
[1] INCENTIVES :
(i) Incentive linked to MOU ratings : Maximum 20% of [as communicated by Corporate basic pay Planning Group)
(ii) Incentive linked to NPCIL ACF : Maximum 15% of (70%-90% ACF : 3%-15% of basic pay) basic pay
- 69 - (iii) Individual Performance Related (IPR) : 3% to 12% Incentive (one to four increments)
With regard to IPR Incentive, the incentive depends on residency period of an Executive in the current grade and promotion to the next grade.
Promoted within Minimum Eligibility Period (MEP) - 4 increments((12%)
Promoted within MEP + 1 year - 3 increments (9%) Promoted within MEP + 2 year - 2 increments (6%) Promoted within MEP + 3 year - 1 increment (3%)
If an Executive after meeting prescribed norms is found unfit in the promotion interview, then two increments will be reduced from his entitlement as per the above table.
An Executive with e-APAR grading not less than `A3/Good will be eligible for a minimum of one increment even if his MEP is beyond MEP+3, irrespective of his promotion.
Executives after their initial appointment shall be eligible for 1 increment (3%) towards IPR, till their promotion.
Non-executives who are promoted as Executives also be eligible for 1 increment (3%) towards IPR, till their next promotion, from the following month from the date of change of track.
[2] Mode of payment :
Release of incentive for the Executives shall be as follows :
Incentive based on MOU rating: 50% of the eligible amount on Monthly basis and balance on Quarterly basis
NPCIL ACF Incentive : Annual basis
IPR Incentive : Monthly basis
- 70 - [3] Eligibility criteria for the Incentives under the scheme :
On initiation of disciplinary proceedings and/or placing an employee under suspension the payments of incentive shall be withheld. However, grant of the incentives shall be restored with retrospectively, if exonerated of all charges.
Employees not serving NPCIL on account of taking up any other assignment outside NPCIL are not eligible under the scheme.
All other eligibility criteria as applicable to Non-Executives shall apply.
[II] PLIS for Non-Executives :
[i] Incentive linked to MOU ratings :
The maximum incentive payable under this clause per month is 20% of the monthly basic pay.
NACF Incentive % of annual basic pay 70% to 87% 3% to 15%
[iii] NPCIL Units Monthly Capacity Factor (NMCF) ncentive :
NMCF Incentive % of monthly basic pay 75% to 90% 4% to 10%
The total NMCF plus NACF incentive put together shall be limited to 20% of annual basic pay.
[iv] Eligibility criteria for the Incentives under the scheme :
The employee should have a minimum attendance i.e. not less than 175 working days during the preceding financial year.
Leave on account of maternity leave up to 180 days, paternity leave up to 15 days, approved course of studies and AL/EL/HPL/Commuted leave/CCL etc. (singly or in combination) for a period up to 30 days, availed during the financial year for which the incentives are payable, will also count both for attendance for determining eligibility and for grant of incentives. - 71 -
An employee shall be eligible for payment of incentives under the scheme during all periods of paid leave provided the employee has minimum attendance as mentioned above.
Absence/leave due to temporary disablement caused by accident arising out of and in the course of employment will count both for attendance for determining the eligibility and grant of incentives.
In case of transfer of an employee from Station to Project/ Headquarters and vice versa, the employee will draw the incentives proportionately, that is, in proportion to the service rendered in that Station/Project/ Headquarters subject to fulfillment of the condition as stipulated above.
In case of an employee joining the service on fresh recruitment and the employee who would be superannuating from service in between the financial year, incentive shall be drawn in proportion to the service rendered by them and their eligibility will be worked out on proportionate basis.
The period of unauthorized absence does not qualify for any incentives under this scheme.
In case of fresh appointees, the incentive payments is subject to the following conditions :
(a) The incentive payment will be released in their case only on completion of 90 days of service.
(b) Their eligibility for incentive shall be subject to their maintaining pro-rata minimum attendance as stipulated above and their attendance should not fall short of the number of days arrived at by the following formula :
175 Number of working days including Saturday, ------ x Sunday and other public holidays in the 365 financial year of joining.
If they resign and are relieved before completion of the financial year, their incentive gets forfeited.
[v] Mode of payments :
(A) Release of Incentive based on MOU ratings, NACF Incentive and NMCF Incentive : - 72 -
50% of the incentive amount towards MOU shall be paid monthly, i.e., on 20 th of the following month for which the same is payable and remaining incentive as arrears shall become payable once in a quarter in the months of July, October, January & April.
NMCF incentive shall be paid monthly i.e. on 20 th of the month following the month for which the incentive is payable. However, the incentive for the month of February will be paid in the first week of April following.
NACF incentive shall be payable annually on completion of the financial year in the month of April after adjustment of NMCF incentive and restriction of both NMCF plus NACF to 20% of annual basic pay.
[III] ANNUAL REWARDS :
All the Executives and Non-Executives on the rolls of NPCIL Operating Stations are entitled for the following annual rewards at their respective place of posting:
(i) Unit ACF; (ii) Conservation of D 2 O; (iii) Savings in Manrem; and (iv) Safety culture & Good housekeeping.
All the Executives and Non-Executives on the rolls of NPCIL Projects are entitled for the following annual rewards at their respective place of posting:
(i) Annual Physical Progress achieved. (ii) Industrial Safety. (iii) Good HR practices and Industrial Relations. (iv) Good Housekeeping & Safety Culture
All the Executives and Non-Executives on the rolls of NPCIL Headquarters are entitled for the annual rewards based on the average of the reward amount declared to the Operating Stations and Projects.
The annual rewards are upto a maximum of ` 18,000/- (Rupees Eighteen thousand only).
- 73 - The above annual rewards (linked to Station production and performance targets) per se are outside the purview of scheme and will be declared by CMD every year keeping in view the safety culture/standards, ALARA principles and overall performance of each Operating Station.
7.4 Qualification Incentive Allowance
In accordance with DAE Qualification Incentive Scheme, the Qualification Incentive Allowance is payable to O&M qualified personnel of the Operating Stations at the following rates, for different levels:
Levels Amount Level I ` 2000/- per month Level II ` 1600/- per month Level III ` 1200/- per month Level IV ` 800/- per month Level V ` 400/- per month
- 74 - 7.5 Awards
Awards Maximum number of Awards Composition of Awards Category of employees eligible to be considered Age Limit Young Scientist/Engine er/Executive Award 75 Citation, Silver Medal (50 gm) & ` 50000/- each Engineers Scientists Executives Below 35 years Special Contribution Award 50 Citation, Silver Medal (50 gm) & ` 50000/- each All categories of employees No age limit NPCIL Excellence Award 25 Citation, Silver Medal (50 gm) & ` 100000/- each Engineers, Scientists, Executives who have rendered a minimum of 10 years of service Below 50 years Group Achievement Award Number of Awards to be within overall award amount of ` 25 Lakhs Citation, Silver Medal (50 gm) & amount to individuals in three levels G-1:` 50000/- G-2:` 20000/- G-3:` 10000/- All categories of employees No age limit Unit Recognition for Outstanding Contribution Award
50 Citation & ` 50000/- each All categories of employees (other than executives) No age limit Leadership Award 5 Citation, Silver Medal (50 gm) & Award amount will be L-1:` 500000/- L-2:` 200000/- Total amount limited to ` 2500000/- All categories of employees No age limit Life Time Achievement Award
Citation, Medal & ` 1000000/- No age limit
- 75 - CHAPTER 8
CAREER GROWTH AND PROGRESSION
8.1 Scientific and Technical Employees
The Scientific and Technical personnel are covered by the Merit Promotion Scheme of the Department of Atomic Energy. Salient features of the Scheme are as follows:
The tables given below indicate the minimum residency period in the lower grades for consideration for promotion to next higher grades. The residency period depends on the grading of e-APAR. The table below indicates the minimum eligibility for an employee with highest overall grading.
The rationalized date of annual increment is 1 st July. All promotions are also rationalised from this date. In the initial year of recruitment if the employee completes 6 months of service as on 1 st July it will be treated as one year for the purpose of increment as well as calculating the eligibility period for promotion.
A Scientific Assistant who has acquired the additional qualification of AMIE/BE with minimum 60% marks with prior approval may be considered for promotion as Technical Officer of appropriate grade on passing the departmental qualifying examination (DQE) with prescribed percentage of marks in limited number of attempts with prescribed e-APAR grading. Only one chance shall be given for appearing in the interview. A similar provision is available to Technicians for promotion as Scientific Assistant on acquiring the Diploma in Engineering in the relevant field.
Change of track from Technicians to Supervisory grades
Technicians (in the grades of D,F,G,H&J) may also be considered for change of track to supervisory grades at the time of consideration for promotion to next higher grade depending on the recommendations from the Section Heads and assessment by the selection committee about his fitness for the supervisory capacity. Thus the selection committee may recommend his promotion to next higher grade or promotion to next higher grade with change of track or defer his promotion.
- 76 - Table 8.1.1 Guidelines for promotion of Scientific Officers/Engineers:
From Grade To Grade Minimum Eligibility Period in Years 1 SO(SB)* (PB 2 GP 4800) SO(C) (PB 3 GP 5400) 3 2 Engineers, Science PG Degree (M Sc) holders and Medical Doctors (MBBS/BDS) recruited directly. Officers promoted to SO(C) grade on acquiring M Sc or AMIE/AMIA/BE/B Tech qualification while in service prior to 31.12.2008 2 A
SO(C) (PB 3 GP 5400) SO(D) (PB 3 GP 6600) 3 2 B
SO(D) (PB 3 GP 6600) SO(E) (PB 3 GP 7600) 5 3 Scientists and Engineers through OCES of training school; engineers with M Tech qualification through OCEP of training school or through DGFS of IITs/IISc; M Tech recruited directly ** 3 A
SO(C) (PB 3 GP 5400) SO(D) (PB 3 GP 6600) 2 3 B
SO(D) (PB 3 GP 6600) SO(E) (PB 3 GP 7600)
Engineers, Scientists (PG or higher degree), KSKRA recruits/Medical Doctors 4 Engineers with M Tech qualification through DGFS of IITs/IISc 3 * The officers in the grade SO(SB) are the existing officers promoted prior to 31.12.2008. ** Refers to M Tech courses taken after BE/B Tech or M Sc including integrated M Tech course. (IV) SO(E) 7600 SO(F) 8700 5 (V) SO(F) 8700 SO(G) 8900 5 (VI) SO(G) 8900 SO(H) 10000 5
Notes: Candidates with M.Sc. or AMIE or AMIA (or other equivalent PG Science/ Engineering degree recognized by Govt. of India) who are in SO(SB)/SO(C) grade could be considered for promotion to the next higher grades SO(C)/SO(D) respectively, by application of norms as - 77 - indicated above, provided they have put in the prescribed number of years of service in SO(SB)/SO(C) grade after acquiring such qualification.
From Grade To Grade Minimum Eligibility Period in Years TO(B) (PB 2 GP 4800) TO(C) (PB 3 GP 5400) 3 TO(C) (PB 3 GP 5400) TO(D) (PB 3 GP 6600) 3 TO(D) (PB 3 GP 6600) TO(E) (PB 3 GP 7600) 5 Note: Candidates with M.Sc. or AMIE or AMIA (or other equivalent PG Science/ Engineering degree recognized by Govt. of India) who are in TO(SB)/TO(C) grade could be considered for promotion to the next higher grades TO(C)/TO(D) respectively, by application of norms as indicated above, provided they have put in the prescribed number of years of service in TO(SB)/TO(C) grade after acquiring such qualification.
Table 8.1.3 - Guidelines for promotion : Licentiates/Diploma Holders in Engineering / B.Sc / B.Pharms/ M.Lib.Sc. - Scientific Stream prior to 31.12.2008
From Grade To Grade Minimum Eligibility Period in Years SO(SB) (PB 2 GP 4800) SO(C) (PB 3 GP 5400) 4 SO(C) (PB 3 GP 5400) SO(D) (PB 3 GP 6600) 5 SO(D) (PB 3 GP 6600) SO(E) (PB 3 GP 7600) 6
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 SA(B) (PB 2 GP 4200) SA(C) (PB 2 GP 4600) 2 a) SA(B) recruited under stipendiary training scheme Cat.I (one year training recognized by DAE/NPCIL) b) Others with qualifications as title of this table 3 2 SA(C) (PB 2 GP 4600) SA(D) (PB 2 GP 4800) 3 3 SA(D) (PB 2 GP 4800) SA(E) (PB 3 GP 5400) 4 4 SA(E) (PB 3 GP 5400) SA(F) (PB 3 GP 6600) 5 5 SA(F) (PB 3 GP 6600) SA(G) (PB 3 GP 7600) 6
Table 8.1.5 - Guidelines for promotions : Supervisors who are not diploma holders in engineering/degree holders in science
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Chargehand* (PB 2 GP 4200) Foreman (A) (PB 2 GP 4600) 6 2 Asstt. Foreman Foreman (A) (PB 2 GP 4600) 4 3 Foreman A Foreman (B) (PB 2 GP 4800) 5 4 Foreman B Foreman (C) (PB 3 GP 5400) 5 5 Foreman C Foreman (D) (PB 3 GP 6600) 6 6 Foreman D Foreman (E) (PB 3 GP 7600) 7 - 79 - * The grades of Chargehand and Assistant Foreman are merged. Hence all Chargehand would be redesignated as Assistant Foreman I w.e.f 01.01.2009. However, the promotion of Chargehand to Foreman A would be regulated as per the norms in the table above.
Table 8.1.6 - Guidelines for promotion: Drawing Office Trades
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Technician D (Drg) (PB 1 GP 2800) D'Man (B) (PB 2 GP 4200) 5 2 D'Man A (Drg)* (PB 2 GP 4200) D'Man (C) (PB 2 GP 4600) 6 3 D'Man B D'Man (C) (PB 2 GP 4600) 4 4 D'Man C D'Man (D) (PB 2 GP 4800) 5 5 D'Man D D'Man (E) (PB 3 GP 5400) 5 6 D'Man E Tech Supvr (A) (Drg) (PB 3 GP 6600) 6 7 Tech Supvr (A) (Drg) Tech Supvr (B) (Drg) (PB 3 GP 7600) 7 *The grades of D'Man(A) and D'Man(B) are merged. Hence all D'Man(A) will be redesignated as D'Man(B1) with effect from 01.01.2009. The promotion of presen Dman A to Dman C will be regulated as per the norms in the Table above.
Table 8.1.7 - Guidelines for promotion: Technician
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Technician A (PB 1 GP 1900) Technician (B) (PB 1 GP 2000) 3 2 Technician B Technician (C) (PB 1 GP 2400) 3 - 80 - 3 Technician C Technician (D) (PB 1 GP 2800) 3 4 Technician D Technician (F)/Astt Fman (PB 2 GP 4200) 5 5 Technician E Technician (G) (PB 2 GP 4600) 6 6 Technician F Technician (G) (PB 2 GP 4600) 4 7 Technician G Sr Technician (H) (PB 2 GP 4800) 5 8 Sr Technician H Sr Technician (J) (PB 3 GP 5400) 6 9 Sr Technician J Tech Supvr (A) (PB 3 GP 6600) 6 10 Tech Supvr (A) Tech Supvr (B) (PB 3 GP 7600) 7
Tradesman E and Tradesman F are merged. Tradesman E will be redesignated as Technician F1 w.e.f. 01.01.2009. The promotion of those who were Tradesman E prior to 01.01.2009 will be regulated as per the Table above.
Full weightage shall be given for the training period of 2 years for the first promotion after absorption in respect of those category-II trainees, who are appointed in the grade of Technician B only. (i.e. for promotion from Technician B to Technician C). The following guidelines for promotion will apply only for first promotion after absorption:
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Technician B (PB 1 GP 2000) Technician (C) (PB 1 GP 2400) 2
Guidelines for Promotion/Redesignation : Nursing Staff
Redesignation : Nurse (D) to Sister-In-Charge (A)
Appointment (redesignation by selection) to the posts of Sister-in- charge (A) will be made from among the personnel in the grade Nurse (D)
- 81 -
Table 8.1.8 Promotion: Sister-in-charge/A to Sister-in- charge/B
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Sister-in-charge (A) (PB 3 GP 5400) Sister-in-charge (B) (PB 3 GP 6600) 6
Note : The eligibility period for promotion from Sister-in-charge (A) to Sister-in-charge (B) is indicated as the total number of years in the pre-revised S-13 in pre-revised scale and PB 3 GP 5400 revised scale i.e. No of years spent as Nurse (D) and Sister- in-charge (A) put together. However, normally, a person should have held the post of Sister-in-charge (A) for at least 2 years for being considered for promotion to Sister-in-charge (B).
Redesignation: Sister-in-charge(B) to Asst Matron(PB 3 GP 6600)
Appointment to the post of Assistant Matron will be made through selection, based on vacancy, by redesignating personnel working as Sister-in-charge (B).
Promotion : Assistant Matron to Matron (PB 3 GP 7600)
Appointment to the post of Matron will be made through selection, based on vacancy, from among the personnel who have completed a minimum of 6 years service in the pre-revised S-15 scale and PB 3 GP 6600 in their revised scale put together (as Sister-in-charge `B' or Assistant Matron) out of which at least 2 years should be as Assistant Matron.
Table 8.1.9 - Guidelines for Promotion : Auxiliary Nurses, Nurses and Pharmacists
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Aux. Nurse `A' (PB 1 GP 1900) Aux. Nurse `B' (PB 1 GP 2000)
2 Aux. Nurse `B' Aux. Nurse `C' (PB 1 GP 2400)
3 Aux. Nurse `C' Aux. Nurse `D' (PB 1 GP 2800)
4 Aux. Nurse `D' Aux. Nurse `E' (PB 2 GP 4600)
5 Aux. Nurse `E' Aux. Nurse `F' - 82 - (PB 2 GP 4600) (PB 2 GP 4800) 6 Aux. Nurse `F' (PB 2 GP 4800) Aux. Nurse `G' (PB 2 GP 5400) 6 7 Aux. Nurse `G' (PB 2 GP 5400) Aux. Nurse `H' (PB 3 GP 5400) 6 8 Nurse `A' (PB 2 GP 4600) Nurse `B' (PB 2 GP 4800) 6 9 Nurse `B' Nurse `C' (PB 2 GP 5400) 6 10 Nurse `C' Nurse `D' (PB 3 GP 5400) 6 11 Pharm `B' (PB 1 GP 2800) Pharm `C' (PB 2 GP 4200) 8 12 Pharm `C1' * Pharm `D' (PB 2 GP 4600) 8 13 Pharm `C' Pharm `D' (PB 2 GP 4600) 6 14 Pharm `D' Pharm `E' (PB 2 GP 4800) 6 15 Pharm `E' Pharm `F' (PB 2 GP 5400) 7 *The grades of Pharm 'B (spl)' and Pharm (C) are merged. Hence all Pharm 'B (Spl)' will be redesignated as Pharm 'C1'. The promotion of those who were Pharm 'B (Spl)' prior to 01.01.2009 will be regulated as per above table.
Table 8.1.10 - Guidelines for promotion: Fireman/Leading Firemen without Professional Qualification/with Professional Qualification
Sr. No. From Grade To Grade Minimum Eligibility Period in Years Firemen 1 Fireman `A' Fireman `B' (PB 1 GP 2000) 6 2 Fireman `B' Fireman `C' (PB 1 GP 2400) 6 3 Fireman `C' Fireman `D' (PB 1 GP 2800) 8 4 Fireman `D' Fireman `E' (PB 2 GP 4200) 8 Leading Firemen 5 L.F'Man `A' (PB 1 GP 2400) L.F'Man `B' (PB 1 GP 2800) 6 6 L.F'Man `B' L.F'Man `C' (PB 2 GP 4200) 6 7 L.F'Man `C' L.F'Man `D (PB 2 GP 4600) 8
- 83 - Table 8.1.11 - Guidelines for Promotion of Driver-cum operators without Professional Qualification/with Professional Qualification
Sr. No. From Grade To Grade Minimum Eligibility Period in Years Driver-cum-Operators 1 DCO A (PB 1 GP 2000) DCO B (PB 1 GP 2400) 6 2 DCO B DCO C (PB 1GP 2800) 6 3 DCO C DCO D (PB 2 GP 4200) 8
Personnel with sub-officer's certificate can be given 1 year advantage in all above grades.
Table 8.1.12 Guidelines for Promotion : Sub-Officers without Station Officer's Certificate / with Station Officer's Certificate
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Sub-Officer A (PB 2 GP 4200)* Sub-Officer C (PB 2 GP 4600) 8 2 Sub-Officer B (PB 2 GP 4200) Sub-Officer C (PB 2 GP 4800) 6 3 Sub-Officer C Sub-Officer D (PB 2 GP 5400) 8 *The grades of Sub-Officer A and Sub-Officer B are merged. Hence all Sub-Officer A will be redesignated as Sub-Officer B1. The promotion of those who were Sub-Officer A and Sub-Officer B prior to 01.01.2009 will be regulated as per above table. Personnel with Station Officer's certificate can be given 1 year advantage in all above grades.
Table 8.1.13 - Guidelines for Promotion: Station Officer Without Divisional Officer's Certificate/ with Divisional Officer's Certificate
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Station Officer A (PB 2 GP 4800) Station Officer B (PB 3 GP 5400) 6 2 Station Officer B Station Officer C (PB 3 GP 6600) 8
- 84 - Personnel with Divisional Officer's certificate can be given 1 year advantage in all above grades.
Table 8.1.14 - Guidelines for Promotion: DCFO/CFO with Divisional Officer's Certificate
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 DCFO `A' * (PB 3 GP 5400) DCFO `B' (PB 3 GP 6600) 5 2 DCFO `B' ** DCFO `C' (PB 3 GP 7600) 7 3 CFO `A' *** (PB 3 GP 6600) CFO `B' (PB 3 GP 7600) 5 * Minimum experience as DCFO 'A' of 3 years **Minimum experience as DCFO 'B' of 3 years ***Minimum experience as CFO 'A' of 3 years
Table 8.1.15 - Guidelines for Promotion of B.E. (Fire Engineering)
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 TO (C) (PB 3 GP 5400) TO (D)/CFO 'A' (PB 3 GP 6600) 3 2 TO(D)/CFO 'A' TO (E)/CFO 'B' (PB 3 GP 7600) 5
Table 8.1.16 Guidelines for promotion based on acquiring additional qualification:
Sr. No. Additional Qualification Min marks to be obtained in the exam. of additional qualification as required by the University/Insti tute for awarding the degree To be considered for promotion to grade (i) B.Sc. 60% SA `B' (ii) Diploma in Engg. 60% SA `B' - 85 - (iii) M Sc 60% TO C (iv) AMIE/AMIA/BE/B Tech 60% TO `C' (v) Degree in Engg. Awarded by professional bodies such as AMIE/IICH/IETE/ AMIIM/IEEE/AMIW 60% TO `C/ TO `B
For cases at (i) & (ii) above, Selection Committees can promote the candidates to grade SA B only.
For cases at (iii) & (iv) above, Selection Committees can promote the candidates to one grade lower i.e. to grade TO (B).
Recognized by Government of India.
b) Candidates, who after acquiring additional qualification with 60% marks or above and after promotion interview by relevant Selection Committee are not found fit for promotion to the eligible grade shall be considered for further promotions in the normal course only as per applicable guidelines, ignoring their additional qualification.
Table 8.1.17 - Change of Track is applicable only as follows (in normal course promotion):
Sr. No From To
1 Technician D (PB 1 GP 2800) Asstt Foreman (PB 2 GP 4200) 2 Technician F (PB 2 GP 4200) Foreman A (PB 2 GP 4600) 3 Technician G (PB 2 GP 4600) Foreman B (PB 2 GP 5400)
In other words change of Track from Technician grades to Scientific Assistant grades is not normally permitted without acquiring prescribed additional qualification.
Table 8.1.18 - Guidelines for promotion : Attendants/Hospital Attendants
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Attendant A Attendant - B 6 - 86 - (PB 1 GP 1800) (PB 1 GP 1900) 2 Attendant B Attendant - C (PB 1 GP 2000) 7 3 Attendant C Sr. Attendant A (PB 1 GP 2400) 7
4 Sr. Attendant A Sr. Attendant B (PB 1 GP 2800) 8
8.2 Non-Technical Employees
The policy envisages upgradations upto certain levels and vacancy-based promotions beyond. The upgradation promotions are made effective on the standardized date of 1 st July while vacancy based promotions are processed with reference to the crucial date of 1 st July and actual promotion would depend on the date of availability of vacancies.
The minimum eligibility period specified above is applicable only for those outstanding candidates who meet the specified norms of e-APAR grading.
Table 8.2.1 - Guidelines for promotion : Non-technical Executives
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Deputy Manager (PB 3 GP 5400) Manager (PB 3 GP 6600) 3 2 Manager Senior Manager (PB 3 GP 7600) 4 3 Senior Manager Deputy General Manager (PB 4 GP 8700) 5 4 Deputy General Manager Addl. General Manager (PB 4 GP 8900) 5 5 Addl. General Manager General Manager (PB 4 GP 10000) 5
Promotion from the grade of Deputy Manager to Senior Manager is through upgradation. In all other cases, promotions will be subject to availability of vacancies.
- 87 -
Table 8.2.2 - Guidelines for promotion for non-technical non-executives
Leve l Designation Pay Band (`) Grade Pay (`) Method of filling Minimum Eligibility Period in Years L-1 Assistant Gr 1 PB-1 5200- 20200 2400 By direct recruitment -- L-2 Assistant Gr 2 PB-2 9300- 34800 4200 100% by upgradation promotion 5 L-3 Assistant Gr 3 4600 100% by upgradation promotion 6 L-4 Senior Assistant Gr 1 4800 Vacancy based promotion through selection 5 L-5 Senior Assistant Gr 2 5400 Vacancy based promotion through selection 5
The upgradation promotions will be subject to qualifying the prescribed written examination and personal interview and on possessing the prescribed ACR gradings, Vacancy based promotions subject to qualifying personal interview and on possessing the prescribed ACR gradings.
Table 8.2.3 - Guidelines for promotion: Stenographers
Leve l Designation Pay Band (`) Grade Pay (`) Method of filling Minimum Eligibility Period in Years L-1 Steno Gr 1 PB-1 5200- 20200 2400 By direct recruitment -- L-2 Steno Gr 2 PB-2 9300- 34800 4200 100% by upgradation promotion 5 L-3 Personal Assistant 4600 100% by upgradation promotion 5 L-4 Private Secretary 4800 Vacancy based promotion through selection 5 L-5 Sr Private Secretary (Sr PS) 5400 Vacancy based promotion through selection 4 L-6 PPS PB-3 15600 - 39100 6600 Vacancy based promotion through selection 8 L-7 Sr PPS 7600 5
- 88 - The upgradation promotions will be subject to qualifying the prescribed written examination and personal interview and on possessing the prescribed ACR gradings, Vacancy based promotions subject to qualifying personal interview and on possessing the prescribed ACR gradings.
Table 8.2.4 - Guidelines for promotion: Assistant Security Officers (ASO)
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 ASO Gr. 2 PB 2 GP 4200 ASO Gr. 3 PB 2 GP 4600 6 2 ASO Gr. 3 PB 2 GP 4600 ASO Gr. 4 PB 2 GP 4800 5 3 ASO Gr. 4 PB 2 GP 4800 ASO Gr. 5 PB 2 GP 5400 5
Promotion from ASO Gr. 1 to ASO Gr. 2 is through upgradation and promotion to the remaining two levels shall be subject to availability of vacancies.
Table 8.2.5 - Guidelines for promotion : Drivers
Sr. No. From Grade To Grade Minimum Eligibility Period in Years 1 Driver Gr. 1 PB 1 GP 1900 Driver Gr. 2 PB 1 GP 2400 5 2 Driver Gr. 2 PB 1 GP 2400 Driver Gr. 3 PB 1 GP 2800 5 3 Driver Gr. 3 PB 1 GP 2800 Driver (Special Grade) PB 2 GP 4200 5
Promotion from Driver Gr. 1 to Driver Gr. 2 and from Driver Gr. 2 to Driver Gr. 3 is through upgradation and promotion to the Driver (Special Grade) shall be subject to availability of vacancies.
- 89 - CHAPTER 9
STATUTORY BENEFITS AND SOCIAL SECURITY SCHEMES
9.1 Provident Fund Scheme
General Conditions
Every employee on completion of one year of service shall be entitled and required to become member of the Fund. However, the employee has the option to join the Fund even before completion of one years continuous service.
Rate of subscription is 10% of emoluments. Emoluments consist of Band Pay + Grade Pay + Dearness Allowance sanctioned from time to time. The employees also have the option of making additional voluntary contributions to the Fund at their discretion not exceeding the monthly emoluments.
A member may subscribe to the fund except during suspension.
NPCIL shall also contribute a matching minimum prescribed contribution as per the scheme.
The whole or part of the amount of Performance Linked Incentive received by the employees may be deposited in PF account.
The voluntary contribution may be enhanced twice and reduced once during the financial year.
For the purpose of NPCIL EPF Scheme, Family means -
In case of male member, wife or wives, parents, children, minor brothers, unmarried sisters, deceased sons widow and children and where no parents of the member is alive, a paternal grandparent.
In case of female member, the husband, parents, children, minor brothers, unmarried sisters, deceased sons widow and children and where no parents of the member is alive, a paternal grandparent.
Children include adopted child or a ward under the Guardians and Wards Act, 1890, who lives with the employee and is treated as a member of the family and to - 90 - whom the employee has through a special will, given the same status as that of a natural born child.
Nominations
On joining the Fund, every member shall make a nomination conferring on one or more persons the right to receive the amount standing to his credit in the event of his death. Nomination shall be in favour of any person or persons of his family. Nomination made at the time when a member was not having family will become invalid on acquiring family by the member subsequently. The member shall then make a fresh nomination. A member can cancel or modify nomination by filing a fresh nomination.
Advances from the Fund General Conditions
An amount of advance not exceeding 3 months emoluments or half the amount of subscription at credit in the fund, whichever less, can be sanctioned subject to the following conditions :
An advance shall not be sanctioned in excess of the limit as mentioned above, except for special reasons to be recorded in writing.
An advance shall be recovered from the member in not more than 24 equal monthly instalments.
Where amount of advance sanctioned is exceeding the limit of 3 months emoluments, it may be recovered in not more than 36 equal monthly instalments.
If the sanctioning authority has reason to doubt that the advance has been utilised for purpose other than that for which it was sanctioned, the member shall be directed to repay the amount or order the amount to be recovered in one lump sum from the emoluments.
Purposes for which the advance is sanctioned :
o To pay expenses in connection with the illness, confinement or a disability including where necessary the travelling expenses of the member and members of his family or any person dependent on him;
- 91 - o To meet the cost of higher education including travelling expenses of the member and his family or any person actually dependent on him;
o To pay obligatory expenses on a scale appropriate to the members status which by customary usage the member has to incur in connection with betrothal or marriages, funerals or other ceremonies;
o To meet the cost of legal proceedings instituted by or against the member or any member of his family or any person actually dependent on him;
o To meet the cost of the members defence where he engages a legal practitioner to defend himself in an enquiry in respect of any alleged official misconduct;
o To purchase consumer durables such as TV/VCR/VCP, Washing machines, Cooking range, Geysers, Computers etc.
o For pilgrimage or visiting places of eminence of all religions subject to the condition that since it is not possible to specify places in India and abroad keeping in view the diversity of religions, the authorities vested with the power of sanctioning advance, may satisfy themselves that the place proposed to be visited is a pilgrimage place or a place of religious eminence.
Withdrawal from the Fund
Upto 6 months emoluments or 50% of the balance at credit
After completion of fifteen years of service (including broken periods of service, if any) or within ten years of the date of retirement on superannuation, a withdrawal can be sanctioned for one or more of the following purposes:-
To meet the cost of higher education, including where necessary travelling expenses of the member or any child of the member in the following cases
o for education outside India for academic, technical, professional or vocational course beyond the Higher Secondary Stage and
o or any medical, engineering or other technical specialised course in India beyond the High school stage
- 92 - To meet the expenditure in connection with the betrothal/marriage of the member or his sons/daughters and any other female relation actually dependent on him.
To meet the expenditure in connection with the illness including travelling expenses of the member or his family or any person actually dependent on him.
To meet the cost of consumer durables such as TV/VCR/VCP, Washing Machines, Cooking range, Geysers, Computers etc.
After completion of fifteen years or within 5 years of the date of retirement for purchasing a motor Car, limited to ` 110,000/- or Motor cycle/scooter limited to ` 20,000/- or for repaying the Corporation loan already taken for the purpose subject to the condition that
o The members basic pay should be ` 10,500/- (pre- revised) or more in case of M/Car
o The members basic pay should be ` 4,600/- or more in case of Motor cycle/scooter etc.
After completion of 28 years of service or within 3 years from the date of retirement, to meet the extensive repairs of the Motor Car, limited to ` 5000/-
After completion of 15 years of service for booking Motor car/motor cycle/scooter etc.
Withdrawal can also be sanctioned upto 90% of the amount standing to the credit of the members account for one or more of the following reasons :-
o Building or acquiring a suitable house or ready built flat for his residence including the cost of the site or any payment towards allotment of a flat or plot by the Delhi Development authority, State Housing Board or a House Building Co-op Society;
o Repaying an outstanding amount on account of loan expressly taken for building or acquiring a suitable house or ready built flat for his residence;
o Reconstructing or making additions or alterations to a house or a flat already owned or acquired by a member;
o Renovating, additions or alterations or upkeep of an ancestral house at a place other than the place of duty - 93 - or to a house built with the assistance of loan from Company at a place other than the place of duty;
o Constructing a house on a site purchased under clause (1) above.
o Upto 90% of the amount balance at credit, within 12 months before retirement, without linking to any reason;
o Once during the course of a financial year, an amount equivalent to one years contribution paid towards Savings Linked Group Insurance Scheme.
General Conditions for withdrawal
A withdrawal may be sanctioned exceeding 50% of the balance upto 3/4 th amount at credit with due regard to the objecting for which it is being made, status of the member and amount of subscription and interest thereon standing at credit of the member.
Only one withdrawal shall be allowed for the same purpose. Marriage or education of different children, illness on different occasions or a further addition or alteration to a house or flat covered by a duly approved fresh plan, shall not be treated as the same purpose. Second or subsequent withdrawal for completion of the same house shall be allowed.
o A member who has been permitted to withdraw from the fund shall submit a utilisation certificate within a reasonable period that the money has been utilised for the purpose for which it was withdrawn. If he fails to do so, the whole of the sum so withdrawn or so much thereof not utilized for the purpose for which it was withdrawn shall forthwith be repaid in one lump sum and in case of default, it shall be ordered by the sanctioning authority to be recovered from his emoluments.
Transfer of Balances from previous employment:-
When a person is appointed in the Company from the Govt/Corporate Body or after leaving his previous employment, the balances standing to his credit in a recognised PF Scheme can be transferred to the PF Account in the Company. Recognised PF scheme means, recognised under Income Tax Act.
- 94 - Final settlement on cessation of service
The amount standing to the credit of the employee who ceased to be in service is paid to him together with interest as follows :
Retirement after attaining the age of superannuation, suo motu.
Retirement on account of permanent and total incapacity due to bodily or mental infirmity duly certified by a competent medical authority.
Retrenchment due to reduction in establishment.
If the period of membership is less than five years, (otherwise than by reason of death, superannuation or declaration as unfit for further service or the abolition of post or the reduction of establishment) the total amount of members own subscription and interest thereon shall be paid to the member after deduction, if any of income tax chargeable under sub rule (1) of rule 9 of the Fourth Schedule to the Income Tax Act, and the full amount of Companys contribution and interest thereon shall be forfeited to the fund.
However, the period of membership in the recognised Provident Fund Scheme of previous employer, is counted for calculating the period of five years continuous service provided the balance under such Provident Scheme of his previous employer has been transferred and accepted for credit to his account under NPCIL (EPF) Scheme.
If the employee is dismissed from service, the Board may direct to forfeit the employers contribution together with interest thereon.
Any amount claimed by the Company as amount due to the Company can be deducted from the employers contribution and interest thereon.
Resignation from service in order to take up appointment under a body corporate owned and controlled by Govt or autonomous organisation, without break and with proper permission of the Company, shall not be treated as resignation from Companys service.
- 95 -
Final Settlement of accumulations of deceased member:-
In case of nomination, payment will be released as per nomination.
If no nomination subsists, or nomination relates to part of the amount at credit, the payment of such amount will be payable to members of his family in equal shares except
son who has attained majority sons of the deceased son of the employee who are major married daughters of the employee whose husband is alive married daughters of deceased son of the employee whose husband is alive
In case employee leaves no family, and there is no nomination subsists or it relates to part of the amount at credit, then payment will be to the legally entitled heirs.
If a nominee is minor or lunatic, the payment will be released to the natural guardian/ guardian. Under Hindu Law, a step mother is not the natural guardian of her step son and in such cases court order will be necessary.
9.2 Deposit Linked Provident Fund Insurance Scheme
It covers all the members of NPCIL (EPF) Scheme, 1990.
On the death of an employee who is a member of the Fund, the persons entitled to receive the provident fund accumulations (including employers contribution together with interest) of the deceased, will be paid an amount equal to the average balance in the account of the deceased in the Fund, during the preceding 12 months or during the period of his membership, whichever less, except where the average balance exceeds rupees twenty five thousand, the amount payable shall be ` 25,000/- plus 25% of the amount in excess of ` 25000/-, subject to an overall ceiling of ` 60,000/-.
- 96 - 9.3 Gratuity Scheme
Coverage
Employees directly employed by the Company including absorbees opted for pro-rata pension or 100% commutation pension.
Does not include combined pension optees and permanent deputationists covered under CCS (Pension) Rules and Apprentices/Trainees / deputationists on foreign service terms.
Gratuity shall be payable to an employee provided he has rendered not less than five years of continuous service (except in case of death/ disablement)
Quantum of Gratuity
For every completed year of service or part thereof in excess of six months, 15 days emoluments last drawn by the employee. Maximum amount of gratuity payable is ` 10 lakhs.
Emoluments means the band pay, grade pay, dearness allowance, non-practising allowance and stagnation increment.
Circumstances under which payment of gratuity shall be made:
on superannuation, on retirement or resignation, on death, permanent disablement due to physical or mental infirmity, discharge on abolition of post.
Death Gratuity
Death occurring during the first year of service 2 months' emoluments Death occurring after one year but before 5 years service 6 months' emoluments Death occurring after completion of 5 years but before 20 years of service 12 months' emoluments Death occurring on completion of 20 years and more service Half a month's emoluments for each completed half year of continuous service or 33 times of - 97 - emoluments or ` 10 lakhs whichever is less. Note: Half a year of continuous service - uninterrupted service of three months and above.
Adjustment of Company Dues
Company dues pertaining to accommodation, allied charges, licence fee, unpaid advances, overpayment of salary etc. can be recovered from the Gratuity.
Transfer of Gratuity
When an employee joins from another PSU with the consent of that PSU, gratuity can be transferred by payment of the amount of gratuity to NPCIL by the previous employer. In such case, the period of service rendered in that PSU will be added up to the service in NPCIL at the time of payment of gratuity in NPCIL.
9.4 Group Savings Linked Insurance Scheme
Objective
To provide employees the twin benefits of a life assurance cover to help the families of the employees in the event of death of the employees while in service and a lump sum payment to augment the resources of the employees on retirement at low cost and on wholly contributory and self-financing basis.
Subscription
The subscription shall depend upon the Group to which a member belongs and the rate of subscription shall as follows:-
Group Old rate of subscription (from 20.10.1997) Revised rate of Subscription (from 20.10.2003) * Revised rate of Subscription (from 20.10.2010) Group 'A' ` 120/- ` 400/- ` 1000/- Group 'B' ` 60/- ` 300/- ` 700/- Group 'C' ` 30/- ` 200/- ` 400/-
- 98 - The present rates of subscription are compulsory for all new recruits. Earlier members had an option to continue with old rate or to opt for new rates.
Insurance Coverage
The amount of life assurance cover for the members of the Scheme belonging to a particular group shall be as follows:-
Group Amount of coverage Prior to 20.10.1997 Amount of coverage from 20.10.2003 Amount of coverage from 20.10.2010 Group 'A' ` 1,20,000/- ` 4,00,000/- ` 10,00,000/- Group 'B' ` 60,000/- ` 3,00,000/- ` 7,00,000/- Group 'C' ` 30,000/- ` 2,00,000/- ` 4,00,000/-
The amount of subscription remaining after the provision of life assurance cover shall be credited to a savings fund.
The total accumulations in the Savings Fund together with interest shall be payable to a member on his retirement after attaining the age of superannuation or on cessation of his employment with the Company or to the beneficiary nominated by a member under the Scheme on his death while in service or death before receiving the benefit under the Scheme.
No member of the Scheme shall be eligible for grant of any advance or loan or withdrawal etc. from the Saving Funds.
9.5 DAE Employees Family Relief Scheme
The monthly contribution rate is decided by DAEEFRS Committee from time to time. The present rate is ` 4/- per case for Group A, B & C and for 3 units maximum of ` 12/- per month is being deducted.
Resignation from the scheme is permissible only after 12 months. Readmission is permissible only once in the service. After resignation, employee can seek readmission within two years of resignation by giving one month advance notice. However such admission is subject to the employee paying twice the amount of contribution for the intervening period of resignation and readmission.
- 99 - Nomination
Nomination facility is available. In case no nomination exists, relief is paid to the nominations under the PF scheme or as prescribed under PF Rules.
Amount of Relief
An amount of ` 50,000/- is paid to the nominees in the case of death. For permanent incapacity, relief is payable on production of a medical certificate from the competent medical board, certifying permanent incapacity both physically and mentally for further service.
9.6 House Building Advance Insurance Scheme
In the event of death of an employee while in service, the entire outstanding principal amount of HBA and interest thereon is recoverable from the final dues. With a view to alleviate the hardship faced by families of employees in the unfortunate event of death while in service, an insurance scheme is being operated covering outstanding HBA plus interest for a maximum coverage of ` 10 lakhs. The amount of premium will be shared between NPCIL and the concerned employees on 1:1 basis.
9.7 Payment of Ex-gratia in deserving cases to Families of Employees who Die While in Service and missing employees.
An ex-gratia amounting to ` 5 lakhs is paid in deserving cases in accordance with the criteria laid down in the Scheme to the families of NPCIL employees who die while in service and missing employees, where the familys condition justify grant of such assistance in accordance with the Scheme.
- 100 - CHAPTER 10
NPCIL CONDUCT RULES, 1994
10.1 Scope of Service
Unless in any case it is otherwise distinctly provided, the whole time of an employee shall be at the disposal of the Company and he shall serve the Company in its business in such capacity and at such place as he may be directed.
10.2 Basic Rules of Conduct
Every employee of the Company shall at all times
o maintain absolute integrity o maintain devotion to duty; and o do nothing which is unbecoming of a Public Servant
Supervisory officers to ensure the integrity and devotion to duty of subordinates
Employees should conduct themselves soberly and temperately
They must use their utmost endeavours to promote the interests of the Company.
Employees, in the performance of their duties, shall act in their best judgement except when acting under direction of official superiors.
10.3 Do's and Don'ts under the Conduct Rules
Do's
Maintain absolute integrity at all times Maintain absolute devotion to duty at all times Those holding responsible posts - maintain independence and impartiality in the discharge of duties Maintain a responsible and decent standard of conduct in private life Render prompt and courteous service to the public Observe proper decorum during lunch break Report to superiors the arrest or conviction in a Criminal Court as soon as possible Keep away from demonstrations organized by political parties - 101 - Maintain political neutrality Avoid habitual indebtedness or insolvency Employee shall observe Company policies Wear uniforms/protective clothing/safety gears as per directions Follow Safety Rules scrupulously Employee shall take appropriate steps to prevent sexual harassment to any woman at work place Make a report to the prescribed authority, if value of gifts received on occasions such as weddings, etc., from near relatives is more than the prescribed limits laid down from time to time Report if any legal proceedings have been instituted against you for the recovery of any debt due from you or for adjudging you as an insolvent Report if you apply for insolvency or have been declared insolvent Give prior intimation regarding acquisition or disposal of immovable property Obtain previous sanction if the transaction in movable property is with a person, firm with whom you have official dealings Obtain previous sanction for acquisition/disposal of immovable properties outside India Submit intimation where the total transactions in shares, securities, debentures or mutual fund schemes during a calendar year exceeds Rs.50,000/- Obtain prior permission for renting out immovable property to foreigners/foreign missions/foreign organisations Ensure that the performance of duties is not affected by intoxicating drinks or drugs Address your grievances on service matters to the prescribed authority only Obtain a passport/renew passport only with no objection certificate from the Prescribed Authority Every employee shall submit a return of immovable property inherited/owned/acquired by him
Donts Do not commit theft, fraud or misappropriation or dishonesty in connection with the business or property of NPCIL Do not take or give bribes or any illegal gratification. Do not furnish false information Do not act in a manner prejudicial to the interests of the Company Do not sabotage or damage Company's property - 102 - Do not interfere or tamper with any safety devices installed in NPCIL premises Do not commit any riotous, indecent or disorderly behaviour Do not indulge in gambling Do not smoke where smoking is prohibited Do not collect money for any purposes within office premises, without permission Do not sleep while on duty Do not commit any criminal act Do not leave your work place without permission Do not purchase from or sell to Company any material, stores, property Do not sublet or share residential accommodation allotted by Company Do not absent from duty Do not overstay leave sanctioned without prior permission Do not abet in the commitment of any misconduct Do not accept any award from any source without approval of Prescribed Authority Do not forward applications for outside employment without permission Do not apply for award of fellowship, scholarship etc. without permission Do not take up higher studies without permission Do not use your position or influence to gain employment for relatives in NPCIL Do not permit family members to accept employment in a firm with which you have official dealings Do not deal with a firm with which family members are associated without the instructions of official superior Do not become a member of any political party/organisation Do not engage or participate in any strike or in any demonstration Do not ask or accept contributions for any purpose without previous sanction Do not own, conduct or participate in the editing or management of any newspaper without previous sanction Do not communicate any information or documents related to the activities of NPCIL without previous sanction Do not disclose any secret process Do not make any statement which has the effect or adverse criticism of any policy or action of the Central or State Govt. or of the Company or which is capable of embarrassing the relations between the Company and the public - 103 - Do not give any evidence in connection with any inquiry conducted by person or authority without previous sanction Do not give or take or abet the giving or taking of dowry Do not engage in any trade or business or negotiate for or undertake any other employment Do not hold an elective office Do not borrow money or lend money Do not speculate Do not enter into or contract a marriage when spouse is living or with a person whose spouse living Do not appear in a public place in a state of intoxication. Do not make joint representation Do not approach foreign Govt. or foreign organisations for financial assistance for foreign visits/study abroad, etc. Do not join any association the objectives or activities of which are prejudicial to the interests of the sovereignty and integrity of the country, or public order or morality Do not apply in India or abroad for any patent, license, rights, privilege or the like protection in respect of any invention or process under any Act, without previous sanction of the Appropriate Authority If such invention or process has been made/ discovered during the period of service with the Company, he shall disclose full and complete description of the said invention, upon request of the Authority, and assign & transfer in favour of the Corporation at its cost All inventions including improvements or modifications during or in relation to the period of service with the Company shall be the absolute property of the Company. The Company shall recognise the inventor and his name will be mentioned in the patent. However, corporation shall not be obliged to pay any fee or royalty or any other consideration for use of any such invention Do not bring or attempt to bring any political or other outside influence to bear upon any superior authority to further the interest in service matters
Transactions in Immovable and Valuable Property
Prior Intimation required for acquisition or disposal of any immovable property in the employees name or in the name of any members of his family.
Previous sanction to be obtained
o For acquisition or disposal of movable or immovable property in the employee's name or in the name of any - 104 - member of his family, if such transaction is with a person having official dealings.
o For acquisition or disposal of any immovable property situated outside India or for any transaction with any foreigner, foreign Government, foreign organisation or concern.
No intimation required for transactions entered into by the members of family of employees out of their own funds including stridhan, gifts, inheritance etc, in their own name, need not be reported to the prescribed authority.
Intimation to be given within one month of the Transaction
o For acquisition or disposal of any movable property in the name of the employee or in the name of any member of his family where the value of such property exceeds two months basic pay.
o Movable property includes jewellery, insurance policies, shares, securities and debentures, loans and advances, motor cars, motor cycles, horses or any means of conveyance, refrigerators, radios, radiograms, television sets, etc.
- 105 - CHAPTER - 11
VIGILANCE
Dos and Donts - General Conduct
Dos
1 Always remember that you are a public servant. As a public servant you are expected to perform public duties and enhance public well-being.
2 Understand the implications of the words - Conduct, Misconduct and Criminal Misconduct. Conduct means the general and uniform behaviour that is expected of a public servant by the employer. Misconduct attracts departmental action against the public servant, charged with it. Criminal misconduct means misconduct as defined in Section 13 of the Prevention of Corruption Act, 1988, which also amounts to an offence under the Indian Penal Code.
3 Always spread the message that corruption and malpractices by public servants directly or indirectly cost the country heavily.
4 Always do your best to combat corrupt practices.
5 Do understand that Liberalisation of the economy does not imply liberalisation of corruption. Liberalisation and corruption often go together, as amply demonstrated in some advanced as well as third world countries. To ensure speedy decision-making in the new environment, make specific suggestions for liberalisation of cumbersome rules and procedures and then function within the framework of these rules. 6 Always remember that you are an employee of NPCIL the only nuclear power generating industry in the country. In whatever you do, or have to do, please keep not only the NPCIL flag flying high, but take it further to commanding heights. 7 Always keep in mind the NPCIL Vision, Mission and Objectives. Each and every employee of the organisation has to contribute his/her best through highest standards of integrity, dedication, commitment, competence and impartiality in a free, fair, fearless and dispassionate manner.
8 Always create a "Vigilance Friendly" environment in the organisation, through your own positive, transparent, fair and timely actions.
9 Always be cost-conscious, cost-effective and plug all pilferages, wastes and leakages, to reduce the per unit generating cost to be - 106 - really competitive. Initially, such actions may irritate, but in the long run they pay pride & prosperity to all. 10 Always take prompt and firm action to bring the corrupt to book. This will enhance the moral health of the organisation, give extra impetus to the honest and keep the corrupt few under constant pressure. Those on the fence will jump over to your side.
11 Always remember that as an executive/employee of NPCIL your duties are to manage men, money, materials, machines and methods in an economic, efficient, effective, excellent and equitable manner.
12 Your actions and decisions in official matters and dealings with co-employees should be such, as a person of ordinary prudence would usually take in ones own personal business affairs.
13 Always keep your image both in public and in the organisation as that of an honest, just, reasonable, fair and friendly public servant.
14 Always observe normal courtesies in dealing with the public, subordinates and colleagues.
15 Always take prompt action to redress the complaints or grievances of the people, wherever possible. If you have to say no to somebody, say the same very politely, but firmly.
16 Always think that you are a vigilance officer & take all possible steps to ensure the integrity and devotion to duty.
17 Acquaint yourself well with the basic law of the land, respect the laws and observe them, both in letter and spirit. Remember that ignorance of law cannot be an excuse.
18 Familiarise yourself with the rules, regulations, policies, guidelines, procedures, practices and functions prescribed by NPCIL.
19 In case of non existence of written instructions or procedural guidelines about certain types of work/functions to be performed in your unit and the same are being carried out as per certain practices, it would be desirable to make a humble beginning to streamline those through written procedures.
20 Always keep a good conscience and stick to it.
21 Always think well before acting, but when the time of action comes, stop thinking and start acting, for action is the expression of your thoughts. - 107 -
22 Always behave cogently, gently, amply, kindly, friendly, cheerfully and boldly. Behave with others the way you expect others to behave with you.
23 Always encourage your juniors & subordinates to do their best. The inner-most expectation of every human being is the "craving to be appreciated".
24 Admit the errors committed by you gracefully, instead of trying to pass on the responsibility to others.
25 Always use the Delegation of Powers judiciously. Vigilance would not question the use of such discretionary powers, unless there is clear evidence of abuse or misuse of such powers in a malafide way.
26 In respect of powers vested in you, a committee may be constituted to evaluate, negotiate, purchase etc. wherever you consider it necessary. Such committee is to assist you in taking a proper decision. Appointment of a committee does not amount to abdication of your responsibility as the Competent Authority. Whereas each member of such a committee is jointly and severally responsible for its recommendations, the responsibility for the final decision rests on you
27 Some deviations from the laid down procedures might have to be made occasionally, due to sudden, emergent requirements. Whenever you are departing from the existing instructions or taking recourse to emergency measures or situations, kindly record the nature of emergency and the reasons for deviations logically and systematically. If you are not the Competent Authority, bring your record notes to the immediate notice of the Competent Authority for information and approval on ex-post facto basis. Existence of such contemporary record is your safest insurance against Vigilance, CR1 case or other such cases.
28 Please make surprise and periodical visits to work sites, to check works in progress, stores etc. On the spot recording of inconsistencies, if any, keeps the juniors & subordinates not only on their toes, but also prevents inferior quality in works/supplies, other irregularities and pilferage.
29 Always make a habit to record the minutes of a meeting at the earliest possible, preferably within 48 hours of the conduct of such meetings. The minutes should be circulated to all concerned positively within a week of holding such meetings.
- 108 - 30 Always date your initials or signatures fully. It might save you from some possible future embarrassments.
31 Always follow scrupulously the Conduct Rules / Standing Orders as laid down by the NPCIL.
32 The Conduct Rules are the uniform guidelines and are not only for keeping the management informed about the personal acquisitions, disposals etc. of the employees: but are also meant for their protection against allegations made by unscrupulous persons. The disclosures made or permission obtained at appropriate time, as required under the Conduct Rules which will even provide you protection against unnecessary allegations at a later date. Always comply with the requirement of permission or intimation under the Conduct Rules.
33 Maintain absolute integrity at all times. A man of integrity will never listen to any plea against conscience and is always accepted, believed, trusted and befriended by all.
34 Always submit a statement of your Immovable and Movable property on your first appointment. Please remember that possession of assets disproportionate to your known/legal sources of income is an offence and your property return is going to help you tremendously, in case you face any allegations of corruption.
35 Report all transactions of movable property beyond the prescribed value to the Prescribed Authority, within the prescribed time limit of the transaction. Obtain prior sanction of the Competent Authority if such transaction is with a person or firm having official dealings with you.
36 Intimate the Prescribed Authority about all transactions of Immovable Property before entering into such transactions. Obtain prior sanction of the Competent Authority if such transaction is with a person or firm having official dealings with you.
37 Please submit the Annual Immovable Property Return as on 1st January of that year. notwithstanding the fact that the return may be a Nil one. Please make sure that your statement has reached the Competent Authority and you have obtained the acknowledgment for the same. Keep this acknowledgment safely and securely with you.
38 Wherever your son, daughter or any member of your family or any other close relative accepts an employment with any private firm with which you have official dealings or with any firm having - 109 - official dealings with the Company. Where the acceptance of the employment cannot await the prior permission of the Competent Authority, the employment may be accepted provisionally, subject to the permission of the Competent Authority.
39 Always contact your official superior in case of your relatives is interested in any case or in a contract or in any other matter connected directly or indirectly with your official duties.
40 Always obtain the previous sanction of the Competent Authority before you participate in a radio broadcast or contribute any article or write any letter, either in your own name or anonymously, pseudonymously or in the name of any other person to any newspaper or periodical, unless you are satisfied that such a contribution is purely literary or artistic in nature.
41 Pay personal and particular attention to compliance of Rules and Procedures; it is an effective method of preventive vigilance.
42 Keep on assessing the strength and weaknesses of the Internal Control Mechanism: this is the surest way to reduce malpractices.
43 Pay surprise and frequent visits to the places visited by the public: it will give you a good feedback of the happenings.
44 Remember always that corruption starts in a small way: it would thus be wise to press the brake in the initial stage itself.
45 Remember always that vigilance is the function of all employees having supervisory responsibility; not of Vigilance Department alone.
46 Regard Vigilance Man as your friend, philosopher and guide and extend him your whole-hearted co-operation.
47 Remember, problems start where vigilance ends.
Donts
1. Dont be arbitrary and illogical in your decisions. The decisions should be justifiable on all counts.
2. Dont delay the decisions and/or movement of files. Delay creates doubt and breeds corruption. Even innocent delays create suspicion in the mind of the people.
3. Dont mix with the contractors and suppliers having dealings with you or your Company and also do not accept hospitality. - 110 - Otherwise it can create suspicions in the minds of public, your colleagues and subordinates, about your integrity; and could result in avoidable complaints.
4. Do not mix up your personal and official business as far as possible. If it is unavoidable, particularly while on tour, avail casual leave and do not claim Daily Allowance.
5. Dont delay submission of your TA Bills. These should be submitted carefully. Any excuse that wrong Daily Allowance has been claimed, as the bill was prepared by the Private Secretary, is not acceptable.
6. Dont deal with firms which do not give full and complete address or detailed particulars. Go into antecedents of such firms wherever required. Verify bonafides of the firms which furnish addresses like "C/o Post Box Number.
7. Do not be bigamous. Even if you are permitted by your personal law to marry while your spouse is living, you would be violating the Conduct Rules by such marriage, unless you have taken written permission of the Competent Authority and that such a marriage has also got legal sanction.
8. Every employee should avoid monetary transactions either directly or through members of his/her family, which places him/her under pecuniary obligation to any person with whom he/she has or is likely to have official dealings.
9. Do not be brash in saying no to anybody for any undue request made by him/her. Try to learn the art of saying no politely, but firmly. A soft answer always turns away the wrath.
10. Never use your position or influence directly or indirectly to secure employment for any person related to you, whether by blood or marriage, or to your wife or husband, irrespective of whether such a person is dependent on you or not.
11. Do not yield to temptation or run after petty gains; it does not pay ultimately.
12. Do not live beyond your means; it may be tempting but dangerous.
13. Do not make any attempt to flout or circumvent or short-circuit the Rules or Regulations, to suit vested interests; it may cost you heavily in the long run.
- 111 - 14. Do not take any obligation in any form from anyone; it may boomerang.
15. Do not lean too heavily on your superiors as also subordinates: it may prove costly.
16. Do not allow your family members to use your name for personal gains; it can ruin your reputation. Do not fail to remember reputation once gone is not retrievable.
17. Do not canvass in support of any business of insurance agency, commission agency etc., owned or managed by any member of your family.
18. Do not use your influence for securing any advantage for yourself or anyone related to or known to you; it does not speak well of you.
19. Dont exceed your powers - financial and administrative, except in an emergency, it is irregular and gives rise to suspicion.
20. Avoid getting influenced by personal likes and dislikes, whims and prejudices while disposing of the files or cases.
21. Do not relax while you are on supervision duties; this may bring trouble for you and your Company.
(For a comprehensive list please refer to Dos and Donts for Officers and Supervisors published by the Directorate of Vigilance.)
- 112 - CHAPTER 12
SEVERANCE
12.1 Retirement on Attaining the age of Superannuation
An employee will retire from the services of NPCIL on the last working day of the month in which he/she attains the age of Sixty years. However such of those employees whose date of birth is first of a particular month, will retire on the last working day of the previous month.
It has been the tradition of NPCIL to honour and recognize the long and fruitful services of all its employees on the occasion of their superannuation from service. Though an employee retires from the active service of NPCIL, he remains a respected member of NPCIL Parivaar. NPCIL honours the superannuating employee by giving him a befitting farewell in the presence of other employees and the family members of the superannuating employee who are specially invited to the function.
Retirement benefits admissible are handed over to the retiring employee ceremoniously by the CMD, NPCIL at HQ and Unit/Site Heads at Units/Sites on the date of retirement itself. A memoir in the form of a photograph of one of the NPCIL unit with retiring employees photograph on it is handed over to the retiree. A suitable memento is also presented to the superannuating employee.
12.2 Resignation
Group A&B employees can resign by giving
i) Notice of not less than one month during the period of probation and ii) Notice of not less than three months after successful completion of probation.
Group C employees can resign by giving
iii) Notice of not less than one month during the period of probation and iv) Notice of not less than three months after successful completion of probation.
In addition of the notice, an employee will have to pay Bond amount, wherever applicable with interest. All the outstanding loans and advances in respect of the employee also need to be settled beforehand. - 113 -
The employees resigning from the services of the Corporation will be required to give prescribed period of notice and also serve the Company during the period of notice. No leave other than Casual Leave will be sanctioned during the period of Notice, except on medical grounds.
In both the above cases, they will be relieved of their duties only when the resignation is accepted by the Appointing Authority, who reserves the right not to accept such resignation.
12.3 Premature Retirement Scheme
Employees on completion of prescribed age limits may seek early retirement by giving a notice of not less than three months in writing to the Appointing Authority. Such employees are eligible to receive the benefits as are applicable to employees on superannuation.
The Competent Authority shall have the absolute right to retire an employee prematurely in the interest of the Company by giving a notice of not less than three months or pay and allowances in lieu of notice period, as below:-
For Group A & B For Group C Entered the service before attaining the age of 35 years After attaining the age of 50 years or completed 30 of years of continuous service whichever is earlier After attaining the age of 55 years or completed 30 years of continuous service whichever is earlier Entered the service after the attaining the age of 35 years After attaining the age of 55 years or completed 30 years of continuous service whichever is earlier
The cases of employees will be reviewed for decision regarding retention or premature retirement, as per the following schedule:-
Quarter in which review is to be made Cases of employees who will be attaining the age of 50/55 years or will be completing 30 years of service, as the case may be, in the quarter indicated below to be reviewed January to March July to September of the same year April to June October to December of the same year July to September January to March of the next year October to December April to June of the next year
- 114 -
CHAPTER 13
INTEGRATED BUSINESS APPLICATION
IBA is a web based customised software covering most of the main processes of three major non-technical functions viz, Human Resource, Finance & Accounts and Contracts & Material Management.
The procedure to access and operate some important HR/F&A modules like Leave, LTC, Pay Roll, Property, Provident Fund, Security, Service Book, Transport and Travel is given below.
How to access IBA In the Home page of your unit Intranet, click IBA link. In the Login Screen, choose language then enter your 7 digit employee number as User Id and Password (default password - you have to change the same immediately). Prefer 'Tab' key over Mouse to navigate within all IBA screens. Fields with * mark indicates mandatory field, hence user has to give input For best view, set Screen resolution as 1024 X 768 Leave HR Modules => Empl. Services => Leave Balance You can view your EL, HPL, CCL and CL Credit, sanctioned & balance on the given Effective Date.
- 115 - How to apply New, Revision, Extension and Cancellation New - Select option 'New; in 'Application For' and type of Leave in 'Nature of Leave'. Enter from date, to date and other details and click SUBMIT. Revision Select approved leave spell from the drop down menu. Carry out the revision and click SUBMIT. In this option, an employee will be able to change the leave type reduce the duration of leave. If an employee wants to convert a leave spell after submitting the Joining Report, he/she can do so but within 30 days from date of Joining from such leave. Extension - Select approved leave spell from the drop down menu. Carry out the change and click SUBMIT. In this option, an employee will be able to extend his leave period by adding new row. Cancellation Select the Leave spell and click SUBMIT In all cases application will go to your Reporting Officer for sanction. Leave balance The balance of any type of leave is debited after the leave is verified by HR-Establishment Joining Report Select required leave spell from drop down and click SUBMIT. Any Extension/Cancellation is to be done before submitting the Joining Report. JR is to be filled for all types of leave other than CL. Encashment Allowed for EL/AL only. First submit New Leave then select Encashment Application. Permitted only against prospective Leave period.
LTC HR Modules => Empl. Services => LTC Home Town (HT) You can declare your HT at the time of initial appointment and also change once in your entire service, if required. HR-Establishment will - 116 - approve after scrutiny. Dependents Declare your family and dependents for LTC and Medical purposes. HR-Establishment will approve after scrutiny. Also enter CHSS card No., employment details of family & dependents for record. Advance You can submit application 5 days plus number of days permitted by Railways prior to your proposed commencement of your outward journey for HT or Other Than HT (OTHT) LTC advance for 8 years. Select Leave Period. (Sanctioned leave with YES in 'Whether availing LTC'). Click the check box against the name of the person for whom you wish to avail the advance. Enter Onward and Return journey details and click 'ADD/CONFIRM' for each row of details. This step is absolutely important to save the details fed. Once all relevant details are entered, click SAVE button. HR-Establishment will approve after scrutiny and payment will be released by Finance. It will go directly to your salary A/c.
Advance Cancellation Select Advance Id from drop down. List of persons for whom advance was sanctioned will appear in the Dependent's list. In case of advance just applied or approved by HR Establishment. Click the check box against the name the person for whom you wish to cancel the advance and click CANCEL. Cancellation form will go to HR-Establishment for approval. - 117 - In case of advance amount is drawn or Finance have prepared Cheque. Refund the advance amount through IBA-Travel Module Refund Travel Refund. Submit advance cancellation as above and also submit LTC claim by selecting the Refund details. Cancellation and Claim forms will go to HR-Establishment for approval. Claim You can submit claim, within one month from the date of return journey to settle an advance already drawn or submit a claim within three months from the date of return journey for LTC already availed with prior intimation. HR-Establishment and F&A will approve after scrutiny. Settlement will done through salary. If you are not adhering the time limit, still system will save your claim with 'This claim is delayed and hence forfeited' message. However, accepting or otherwise of such claim will be at the discretion of the Approving Authority in HR Establishment. Encashment You can submit application for encashment of LTC against your eligible OTHT LTC. Encashment is permitted only for full family and dependents, if they have not already availed.
Provident Fund HR Modules => Empl. Services => PF Membership All fresh entrants can submit their form for PF membership and also Nomination simultaneously. Nominee Declaration An employee can submit Nomination in IBA if not done so earlier. Nominee Revision This screen permits all employees to revise - 118 - their nomination at any point of time. In all the above three cases, take a print out and send it to HR-Establishment duly signed for acceptance. After scrutiny, the HR will accept Membership form and nomination for the acceptance and a confirmation copy will be given to the employee. Application for Advance / Withdrawal On line PF Current balance (only Employee's contribution) can be viewed. For Advance or withdrawal, select 'Transaction Type', enter amount required, and number of installments for recovery. Also select Purpose and enter the details in the respective fields and click "SAVE' In Purpose drop down, single Rule No. Indicates NORMAL and Multiple Rule Nos. indicates SPECIAL advance or withdrawal provisions. On approval by HR-Establishment, Finance will make payment. Property HR Modules => Empl. Services => Property Annual Property Return (APR) Allows all Group A and B Officers to submit their APR of immovable property inherited/owned/ acquired during previous calendar year Just click on SAVE button if you do not have any property to declare
Intimation This screen allows all the employees to seek prior permission or to give prior intimation or to intimate post transaction details in terms of provisions under Conduct Rules. In 'Application Details', select relevant option - 119 - from the drop downs. In 'Property Details' and 'Financial Details' enter details or select from drop down wherever provided. Also, put tick mark in the check box against the name of the person who is acquiring the property and list of documents being submitted. Click SAVE. This intimation will flow from Establishment to Disciplinary Cell Investigation Cell Vigilance and finally to the Competent Authority for acceptance. Security HR Modules => Empl. Services => Security Visitor Intimation An employee can place advance intimation about the visitor to him/her or on behalf of other employee of his/her Group. All such requests will go to his/her reporting Officer besides all the Approving Authorities in his/her Directorate. Approving Authority In Technical SO/D and above and in Non-Technical Manager and above. All approved intimations will be listed on the day of visit to the Receptionist/Security for issuing Visitor Photo Pass. Visitor Stayed up to Once visitor leaves your workplace on completion of visit, record OUT time by selecting the name of the visitor from the drop down of 'Visitor Pass Stayed Up to' and click SAVE.
Material Gate Pass In this screen, an employee can prepare both Returnable and Non-Returnable Material Gate pass. All such Material Gate passes will go to the - 120 - authorized officers in his/her Directorate for approval. All approved Material Gate passes will be available to Security for verification of materials and issuing the Material Pass. Track Status HR Modules => Empl. Services => Track Status Track Status Select required option from the Drop down menus and click SHOW STATUS. Employees can able to track the status of their transactions/applications in various HR modules. Transport HR Modules => Empl. Services => Transport Vehicle Requisition An employee can place advance requisition for self or on behalf of other employee of his/her Group. All such requests will go to his/her all the Approving Authorities in his/her Directorate. Approving Authority for LOCAL Trips at HQ In Technical SO/H and above and in Non- Technical DGM and above. Approving Authority for OUT STATION Trips at HQ EDs and above. The Transport Section, subject to availability of vehicle, will further confirm all approved requisitions. Bus Pass An employee can apply for new bus pass, change or cancel his existing bus pass. This application will be approved by the Transport Officer subject to availability of seats in the Route. Loans HR Modules => Empl. Services => Loans Application An employee can submit application for the following loans: - 121 - HBA/ Motor Car/ Scooter/ PC/ Bicycle /Equipment / Festival /Table Fan Subject to availability of funds, the HR- Establishment will process the application for approval and sanction order will be issued thereafter to Finance for payment. Attendance HR Modules => Empl. Services => Attendance Shift Details In Employee Shift Details, an employee who is on Round-the-clock shift can view his shift schedule for a given period. A Section Head, if required, can make changes in the shift schedule for short duration in respect of employees reporting to him. Employee OT An employee who is eligible for OT Allowance can submit his OTA claim for a given period and the same will go to his Section Head for approval Service Book HR Modules => Empl. Services => Service Book Service Book-Self A replica of manual service Book containing the employee's personal and official details and other events and transactions processed through IBA are displayed in PDF format. Travel Travel Module => Transactions Advance An employee can submit his/her request for Tour advance through Inland Travel Advance. Enter the required information in Travel, Accommodation and Allowance Details. This request follows the chain of Reporting Officers of the employee till Approving Authority. On approval, Finance will make payment to - 122 - the employee. If employee does not draw the advance before commencement of the Tour, the advance will stand cancelled automatically. Claim An employee can submit his/her Out Station Tour claim through Inland Travel Claim and his Local Tour claim through Local Travel Claim. Enter the required information in Travel, Accommodation and Allowance, Advance, Tickets and Refund Details. This Claim follows the chain of Reporting Officers of the employee till Approving Authority. On approval, Finance-TA section creates voucher and payment is made to the employee normally through salary. Refund by Employees All refunds by Employees to Company are to be made through Travel Refund. Select required option from Refund Type and Refund Against drop down and click RECORD REFUND. This request will go to concerned section of Finance for creating voucher thereafter cashier will accept the money.
Pay Roll Pay Roll Generate Pay Slip Generate IT Forecast To access these pay roll portions, in the home page of your Unit intranet, click IBA Payroll link instead of IBA. Select Generate Pay Slip or Generate IT Forecast and click "Generate" button. You will get your Pay slip and IT forecast for the current month in PDF format for view purpose. If you want see the above two reports for any previous months, then click on - 123 - the link icon at the left side of the Year Month box and enter year and month as YYYYMM or click SEARCH. A list will appear and you can select as per your requirement. Savings & YTD Figures Pay Roll - Savings & YTD Figures
To access the pay roll portions, in the home page of your Unit intranet, click IBA Payroll link instead of IBA. Click PAYROLL and Savings & YTD Figures.
Savings & YTD Figures This screen permits an employee to enter his proposed savings for the financial year towards IT. Click on the EMPLOYEE WISE Radio button. Enter your employee number and CLICK GET DETAILS (LEFT BOTTOM CORNER). Click ADD ROW to insert a blank row in the Savings Details portion. Enter the relevant details in the blank row. To get the appropriate Savings Code click icon against the SAVINGS code and select the required one. Fields with Yellow background are mandatory fields; hence, user has to give input. Multiple saving details can be added by clicking ADD ROW. Please select Saving Type as Proposed from the drop down list. Once all details are entered click SAVE icon (Fourth from top left corner). After successful saving message Data Saved Successfully is displayed. Submit relevant documents to Pay bill Section for converting the proposed into actual. More Modules are under Commissioning and will be released in a phased manner. - 124 -
CHILDRENS EDUCATION ALLOWANCE:
HR MODULEEMPL. SERVICESCEAApplication
The employee has to first declare the child as dependent then only the childrens name will appear in the drop down list of Child List in the application form.
The form has to be duly filled regarding the academic year and the details of institution the child/children study.
The documents which are to be submitted should be marked in the respective check boxes and then click on Save
The application will go to the Dealing Assistant of Advances section then after scrutiny of documents the section head elevates it to Accounts section for payment process.
SCHOLARSHIP APPLICATION
MISCELLANEOUS CEA SCHOLARSHIPApplication
The employee has to first declare the child as dependent then only the childrens name will appear in the drop down list of Child List in the application form. After filling up the details regarding details of the course of study the form is submitted to the Establishment for further scrutiny and process then to Accounts for payment formalities
GENERAL PURPOSE ADVANCE
HREMPL. SERVICESLOANSGPA
The form is filled by the employee for General Purpose Advance is scrutinized by the Dealing Assistant. Subject to his eligibility and other service factors the amount sanctioned by the section head and sent to the Accounts section for payment - 125 - CHAPTER 14
MISCELLANEOUS
14.1 NOC for Passport
In accordance with the Govt. of India guidelines and also in view of the provisions of NPCIL Conduct Rules, all NPCIL employees must invariably get the No Objection Certificate from the Company before they apply for obtaining a Passport or for renewal of the same.
An application can be submitted to HR-Establishment Group in the prescribed format giving particulars like country to be visited, the object of the visit, the period of the visit, source of expenditure etc.
The decision for issue of 'No Objection Certificate' shall vest with Head of the Unit at Sites/Units and Director (HR) at NPCIL HQ.
14.2 Permission for visiting foreign countries
All the NPCIL employees are required to obtain prior permission of the Competent Authority for visiting foreign countries on personal grounds. An employee is required to apply in a prescribed format to the HR-Establishment Group, well in advance.
14.3 Procedure for Change of Name
Under following circumstances name of the female employee may change:
At the time of her marriage or remarriage At the time she desires to delete her surname or to revert to her maiden name due to divorce or separation or death of husband
In the circumstances specified above in the case of female employees she must intimate such change to the appointing authority; and make a formal request for change / reversion.
In any other case the employee should execute a deed in the prescribed form and publish the change in name in local newspapers and Gazette of India at her own expense.
- 126 - IMPORTANT INSTRUCTIONS FOR THE EMPLOYEES
1. Employees are required to inform the details of foreign nationals visiting them, in writing, to their Group Heads.
2. Employees are required to be vigilant while on duty and should immediately report suspicious activity/movement/ persons, observed.
3. Employees are required to read the Dos and Donts carefully and follow the Conduct Rules (in case of Executives)/ Standing Orders (in case of workmen) scrupulously.
4. Employees should be cautious while talking about their work and other related aspects in the public places.
5. The court cases pursued by the employees or filed against the employees, whether or not, connected to the employment with the Company, should be immediately informed to the HR Departments/ Directorate, along with the complete details.
6. Employees are required to mandatorily obtain prior permission of the Competent Authority for visiting a foreign country. They shall apply in the prescribed form available with HR Department/Directorate.
7. Employees should always display their valid identity cards in person while on duty
8. Employees should flash their RF Identity cards wherever required to do so while entering as well as exiting the premises.
9. The identity card is the property of the Company and hence it should not be used for any other purpose.
10. Employees are required to take prior permission of the Competent Authority before leaving the Headquarters (i.e. the place of posting).
11. Employees are also required to take prior permission for pursuing higher qualification while in service,
12. Employees are required to obtain prior permission before applying for outside employment.
13. It is mandatory to obtain NOC from the Company while applying or renewing personal passport.